Personality Test Practice

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Personality test practice of the highest quality are also available from here.

Personality Test Practice

Most employers use these personality tests:

General and Specific Personality Questionnaires

1. General Personality Questionnaires

· SHL’s 32-scale OPQ, and other e.g. 16-scale version of the OPQ

· Kenexa’s Occupational Personality Inventory

· OPP’s MBTI Step I and II

· Saville Consulting’s Wave Styles

· Talent Q’s Dimensions

2. Specific Personality Measures

· Hogan Development Survey (de-railers)

· FIRO-B (relationship building)

Personality Test Practice Sites

Personality profiling / Role profiling

Best practice dictates a personality questionnaire needs to be suitable and valid for each and every type of subject assessed. Once a large set of personality questionnaire data has been collected then it becomes possible to develop such a profile. Comparing a set of personality questionnaire profiles against a measure of job performance (i.e. conducting a validation study) allows a profile of effective performance to be developed.

Personality test norm groups

Your results are compared to norm groups produced by test publishers such as SHL, Cubiks, Saville Consulting and TalentQ. A norm group is simply a summary of the test scores for hundreds/thousands of test takers. the number of test scores available increases as any test is more widely used by companies. The idea is that you can be benchmarked by comparing your score to that of a similar norm group. For example, psychometric tests used on a graduate recruitment scheme would compare your scores to that of previous graduates – or even graduate applicants on the same graduate management scheme.

Personality Sift as a fast track to interview

The Internet allows personality test results to be processed very efficiently. This allows employers to sift out unsuitable applicants. Personality test results are not necessarily used to sift in applicants. Typically “passing” a personality test sift is the fast track to getting an interview with the employer.

Personality Interview to validate personality test evidence

We all know the purpose of an interview. With personality test scores, an interview is also the perfect means to check (or validate) those personality questionnaire scores. That is why it is so important not to try to fake your  personality test. Your potential employer will have your personality questionnaire results in front of them when they interview you.

Personality test reports 

Personality test reports vary between the very basic set of scores to very sophisticated team, coaching and developmental reports. Most of these are designed for development purposes.

Personality test tips are useful alongside personality test practice to familiarise yourself with the different types of personality test format you may be asked to complete.

The Most Popular Personality Tests

Firstly, we have Hogan’s Bright Side of Personality, Leadership High PotentialValues, Preferences Inventory and Dark Side of Personality.

Also, global test publisher Cut-e. Then comes, a second global test publisher calledCEB – here are some o ftheir most popular personality test examples. Then, a third; IBM Kenexa – Occupational Personality Inventory (OPI)/Talent Profile and their Rapid Personality Questionnaire (RPQ)

Also popular is Saville Consulting’s WAVE’s personality test.

Also, see their WAVE personality report examples

In our opinion the other most popular personality tests are: CEB OPQ; the NEO PI-R, the 16PF, and the MBTI.

My Practice aptitude test books 

for Passing Verbal Reasoning Tests

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and for Passing Numerical reasoning Tests.

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Personality test tips

16PF personality test tips

OPQ personality test tips

MBTI personality test tips

DISC Personality test tips

  • Firstly, DISC’s theoretical model is based on Jung’s personality “types” theories.
  • Secondly, DISC has lower construct validity than the OPQ, NEO, PAPI and WAVE personality tests.
  • Thirdly, Employers are looking for certain personality traits in any role. However it’s a bad idea to second guess what those might be.

Maladaptive Personality Test Research 2008 to 2018

Firstly, Bartrum’s Increasing validity with forced-choice criterion measurement formats.

Secondly, Block’s Q-sort method in personality assessment.

Butcher’s Minnesota Multiphasic Personality Inventory.

Carlsson’s self-other knowledge asymmetries in personality pathology.

Clemans’ analytical and empirical examination of some properties of ipsative personality measures.

Foster’s meta-analysis of dark side personality characteristics and critical work behaviors among leaders across the globe. Findings and implications for leadership development and executive coaching.

Also, Funder’s overly positive self-evaluations and personality.
And Funder’s accuracy of personality judgment.
Finally, Furnham’s assessing aberrant personality in managerial coaching: Measurement issues and prevalence rates across employment sectors.

Maladaptive Personality Test Research Part II

Firstly, Goldberg’s development of markers for the Big-Five personality structure
Secondly, Guenole’s maladaptive personality at work.
Thirdly, Guenole’s hierarchical structure of work related maladaptive personality traits.
Fourthly, Harms’ personality development and the dark side of personality.
Then fifth, Hopwood’s convergent structure of DSM-5 personality trait facets and five-factor model trait domains.
Also, Paulhus’s  Socially desirable responding: The evolution of a personality construct.
And Paulhus’ cultural differences in personality response styles: The role of dialectical thinking.
Roberts’ development of a forced-choice measure of typical-performance emotional intelligence.

Finally, Salgado’s Predicting job performance using Five Factor personality model.

Maladaptive Personality Test Research Part III

Firstly, Salgado’s dark side personality styles as predictors of task, contextual, and job performance.

Secondly, Siever’s personality disorder types proposed for DSM-5.

Saulsman’s five-factor model and personality disorder empirical literature.

Thirdly, Schyns’ dark personality in the workplace.

Fourthly, Trull’s  Categorical and dimensional models of personality disorders.

Fifthly, White’s adaptive personality testing with multidimensional pairwise preference items: Improving the efficiency of personality and other non-cognitive assessments.

Then sixth, Widiger’s alternative dimensional models of personality disorder: Finding a common ground.

Next seventh, Williams’ dark triad of personality: Narcissism, Machiavellianism, and psychopathy.

Wille’s Expanding and reconceptualizing aberrant personality at work: Validity of five-factor model aberrant personality tendencies to predict career outcomes.

Wright’s structure of DSM-5 pathological personality traits.

Finally, Wu’s reconsidering the dispositional basis of counterproductive work behavior: The role of aberrant personality.