Personality Test Tips

Firstly, personality test practice is of paramount importance. We therefore offer our free tips below. Plus at the start of the first section the link to JobTestPrep’s paid personality tips. Just in case you feel our free tips are insufficient!

Personality Test Tips

Personality test tips and personality test practice of the highest quality is available.

The most popular personality tests which you may be asked to complete are described in the next section.

Popular Generic Personality Tests

First are the Hogan set of specialist personality tools: Hogan – the Bright Side of Personality; Hogan Leadership High Potential; Hogan Values, Preferences Inventory and the Hogan Dark Side personality tool.

Secondly, IBM Kenexa has been one of the most success test providers for many years. In particular, their leading personality tools: firstly IBM Kenexa’s Occupational Personality Inventory (OPI)/Talent Profile and secondly, their Rapid Personality Questionnaire (RPQ).

Saville Consulting WAVE personality test

Saville Consulting WAVE personality test report examples

There are many other popular test publishers. These typically have one or two leading personality tools. Thus, CEB has the OPQ and many other personality assessmentsPSI has the 16PF personality questionnaire. Personality test publisher OPP has the still widely popular MBTI.

Dimensions personality assessment

Hay Korn Ferry four dimensions executive assessment

Hay Korn Ferry leadership assessment

CEB assessment for development

Cubiks PAPI practice page

Saville Consulting’s Wave practice

SHL CEB – Fastrack®

SHL CEB – Occupational Personality Questionnaire (OPQ)

Personality test trend for role-specific tools

Customer Service personality assessment.

Operational personality test practice.

Sales personality assessment practice.

Personality test books

Employment Personality tests

Human Personalities

Management Level Psychometric Assessments

Practice Personality Testing

Psychometric Tests

Psychometric Tests for Dummies

Succeed at Personality Testing

Ultimate Psychometric Tests

You’re Hired – Psychometric Tests

Personality Test Tips

Even if you can tell which personality trait a personality test question is measuring, it is ill-advised to try to second guess those personality traits which your potential employer is looking for in any job you’re applying for.

Difficulty in second guessing personality questionnaires

You will probably guess wrong. In fact you could be giving “fake” responses to make you score higher on a scale for which the identified personality set of ideal personality trait scores is at the lower end of the scale.

Jobs with a personality that doesn’t fit

If you are successful in your application then you have a job for which your personality does not “fit”. To be successful you will need to continue with assuming those personality traits that you don’t actually have. That is very tricky on day one of your new job and will prove quite stressful in the longer-term.

That said, if you applying for a graduate management scheme it is common sense which types of personality trait most of these graduate management schemes require: team working, drive, powers of persuasion and influencing skills, emotional stability, agreeableness, leadership skills etc.

Best practice dictates there are no right or wrong answers to a personality test. However, two points to remember here:

Play it safe with some personality test scales

Play it safe with Emotional Stability / Neuroticism-relates personality questions – For most Emotional Stability (Neuroticism) scales a more stable personality is preferred. Unstable personalities in the workplace – wherever and whatever that workplace happens to be – can have a negative impact on colleagues as well as on the predictability of work performance.

Avoid Extreme Responses on key personality scales.

There are issues associated with being extremely high or extremely low on any scale. Many employers – if they have an ideal personality profile for a role – will have identified a more central set of scores that excludes the highest (sten 10) and the lowest (sten 1) on most of the personality traits measures by their chosen personality assessment tool.

PERSONALITY TEST TIPS Part Two

Given the above point it is worth considering that even if you know you are, for example, an extremely lively and sociable individual then maybe you don’t want to answer “very high” to each personality test question about being sociable / lively. Remember even in a role where this is a necessary personality trait (e.g. a sales role), the individual who has to chat to everyone is not necessarily focusing their efforts on where their next sales will come from.

Next, remember you will probably guess wrong.

Also, you could be giving “fake” responses to make you score higher on a scale for which the identified personality set of ideal personality trait scores is at the lower end of the scale.

Even if you can tell which personality trait a personality test question is measuring, it is ill-advised to try to second guess those personality traits which your potential employer is looking for in any job you’re applying for.

You will probably not be able to fake this personality profile throughout the whole of the test. However, if you are successful in your application then you have a job for which your personality does not “fit”. To be successful you will need to continue with assuming those personality traits that you don’t actually have. That is very tricky on day one of your new job and will prove quite stressful in the longer-term.

 

Firstly, Avoid Extreme Responses.

There are issues associated with being extremely high or extremely low on any scale. Many employers – if they have an ideal personality profile for a role – will have identified a more central set of scores that excludes the highest (sten 10) and the lowest (sten 1) on most of the personality traits measures by their chosen personality assessment tool.

Given the above point it is worth considering that even if you know you are, for example, an extremely lively and sociable individual then maybe you don’t want to answer “very high” to each personality test question about being sociable / lively. Remember even in a role where this is a necessary personality trait (e.g. a sales role), the individual who has to chat to everyone is not necessarily focusing their efforts on where their next sales will come from.

Secondly, play it safe with Emotional Stability / Neuroticism questions.

For most Emotional Stability (Neuroticism) scales a more stable personality is preferred. Unstable personalities in the workplace – wherever and whatever that workplace happens to be – can have a negative impact on colleagues as well as on the predictability of work performance.Don’t worry if you’ve not completed a personality test before.

PERSONALITY TEST TIPS Part Three

Thirdly, try to be relaxed.

Completing a personality test is not difficult. If anything it is quite a boring and repetitive experience. Remember that this is only one part of the selection process. Similarly, there’s no need to worry if you haven’t seen your personality profile before. No-one gets profiled as a bad person. Or as someone with lots of secrets! Think of this as a useful experience to learn more about yourself. It’s certainly a “free” opportunity to raise your self-awareness.

Fourth, remember the ideal profile is both role-specific and company-specific.

This “danger zone” profile will highlight desirable and undesirable personality characteristics. You will not be able to predict this danger profile so don’t try to second guess what your recruiter is looking for.

You may assume that two companies looking for say graduates will have similar characteristics in mind. Most graduate recruiters want a driven, innovative team player. 

Fifth, think in terms of generic positive personality traits.

You recruiter is looking for an ideal profile. However, you don’t know the specifics of this ideal personality profile. You can work out the most likely personality traits your potential employer wants. For example:

Administrative roles do require organisational skills, planning skills.

Financial roles do rely on attention to detail skills

Sales roles do attract lively, extroverted individuals.

Managerial roles do require leadership skills.

PERSONALITY TEST TIPS Part Four

Sixth, think in terms of generic negative personality traits

The converse of the advice given in personality tip 3 is that you need to avoid being profiled at the opposite end.

Also, don’t try to fake your personality profile.

Firstly, ask yourself why would I “fake” my own personality? If I am highly introverted I am not going to enjoy working selling to tricky customers all day. Then if you are successful in your application, you will find yourself working in a very lively and extroverted team of sales people. Not a nice place for an introvert to be!

Plus, always avoid extreme responses.

Still, if you are still determined you may be able to tweak your profile if you avoid giving too many extreme responses (Highly Agree or Highly Disagree). So, let’s say you answer each personality test question about Being organised with the response that you are highly organised. Then your profile will show that you are one of the most organised people around!

PERSONALITY TEST TIPS Part Five

Finally, be consistent in your answers.

Another built-in trap is how modern personality questionnaires can track how consistently you are answering similar questions. There may even be a measure generated of this consistency. High consistency is good but a very low consistency score could indicate that on certain personality traits you are faking. Hence not answering in the consistent way that someone with that particular personality trait would answer.

Also, it’s worth knowing that personality questionnaires can seem repetitive because they will ask the same question but phrased differently. Such questions are measuring the same personality trait but asking you about this personality trait in different ways, including in different situations and how others may see you on this particular personality trait.

Financial aptitude measures by a personality test

The first thing I noticed was that the international test publisher Hogrefe Group describing the role that personality plays in trading (on the financial stock markets).

The Bloomberg Financial Test  made me interested because it is a measure of “financial aptitude” – not a personality test.

Also, Barclays are doing some interesting personality research in this area. Primarily, individual financial preferences for investing. This personality research is very innovative. I predict that other financial institutions may offer similar personality-based profiling for their investors.

Personality Test Trait Research

Personality tests measure personality traits. There are particular personality traits which employers look for. It therefore makes sense that our My Strengths practice personality test questions available for free. These focus on those personality traits most measured by employers.

Big Five Personality Test Research 2018

Firstly, Bartram’s increasing validity with forced-choice criterion measurement formats.

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

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

Fourth is Goldberg’s development of markers for the Big-Five personality factor structure. 

Fifth is Kaemmer’s Minnesota Multiphasic Personality Inventory Manual for administration and scoring. 

Sixth is Markon’s Role of the DSM-6 personality trait model.

Next is Naumann’s Resilient Big Five have emerged as the paradigm for personality trait psychology.

After which is O’Connor’s Quantitative review of the comprehensiveness of the five-factor model in relation to popular personality.

Penultimately, Roberts’ development of a forced choice measure of typical-performance emotional intelligence.

Last but not least, Salgado’s predicting job performance using FFM and non-FFM personality measures.