Personality Testing Is On The Rise…But Why?

For a long time, the personality test has long been employed by large corporations to assess potential employees in their hiring process. In recent years I’m seeing early-stage firms using these tests to aid to hire more effectively. I’m not sure who is leading the way, but most likely due to the increasing accessibility to online personality tests, you could take, such as this one. However, just because they’re accessible doesn’t mean you should use them. They’re frequently employed as a tool to make decisions rather than accurate management by managers who hire. In many cases, the findings gathered from current employees do not lead to tangible organizational changes. Let’s dig deeper here.

How do I pass a personal Test?

For an excellent example of the test of the most commonly used test, in 1945, Katharine Cook Briggs and daughter Isabel Briggs Myers pioneered the Myers-Briggs Type Indicator (MBTI) personality test that categorizes people into four distinct types of psychological categories, based upon the work conducted by the psychologist Dr. Carl Jung in the 1920s. A person, for instance, can be classified as:

  1. An Extravert or INFtrovert.
  2. Sensing or intuitive.
  3. A Thinker or a Feeler.
  4. Thinking or perceiving.

Learn more about the definitions of the various classifiers in this infographic. Suppose you’re interested in your personality traits or would like to assess the personality of your staff. In that case, many personality tests are accessible online, and you can take them, such as this one.

What is it?

I have taken this test, and my four-letter classification was returned being an ENTJ. As per my profile on the Myers Briggs website, that could be me being: “Frank, decisive, be able to assume leadership. Fastly recognize ineffective and unlogical processes and policies, and develop and implement systems that resolve organizational issues. Have fun with the long-term plan and goal setting. They are usually well-informed and well-read; they take pleasure in learning and sharing it with others. They are adamant in their presentation of ideas.” I’d say that’s a fair summation.

It’s a problem that when I study any of the 15 categories on the page, I can see that there are elements from each one that also apply to me. It is tempting to categorize employees in that organizing them into pre-defined categories is a great idea. Still, it’s not necessarily feasible since people behave differently in various situations and can live in different types. For instance, a great manager can determine when it’s appropriate to handle using the use of an “iron hand” and “kids gloves” following the specific scenario and the individual involved.

My Previous Experience as a candidate?

A few years ago, based upon my results from a personality test, the company I was looking to hire me said that my entrepreneurial capabilities were “off the mark” in comparison to the current staff (e.g., the fact that they considered being too willing to risk taking risks). I wasn’t hired despite having a strong personality that was a good fit for the group and having the perfect skills to do the job. I was shocked to discover that this company was making hiring selections based on personality types rather than those with the most skill to complete the task and assist the company in achieving its objectives. In this particular situation, it is the reason the same company is close to bankruptcy because they did not hire anyone who was innovative “out outside the box” people who could move them in new directions and help them develop in line with the changing changes.

My Experience in the Past in the Workplace?

I have not utilized personality tests in my hiring decision-making. As an effective CEO, I keep my fingers on the pulse of the desired culture and the needs of the company. It is more crucial to choose a candidate who can perform the best job for the job so they can walk from the beginning with a bang and assist us in achieving our goals in business, as opposed to having an individual personality type. This approach has been very beneficial to me, helping me build numerous successful companies and great teams throughout my career. Don’t be overly concerned about the necessity of personality tests. They are to be a “nice-to-have,” not a “need-to-have.” For more helpful suggestions on establishing your startup team and establishing a thriving business culture, take a look at these other articles on the issue.

What are tests for personality Effective?

Many hiring managers believe that a personality test is an excellent indicator of a candidate’s performance at work or how they fit into the workplace. I think that’s not true for the reasons I mentioned earlier. But these tests can offer some practical applications. They give managers a clear perception of the various style of employees. They can apply that knowledge for coaching or training employees, creating an environment conducive to work, and guiding the team. If, for instance, you spot a young worker with a lot of potentials to lead, it is possible to set them on a route to becoming a manager. For example, if one person is an effective leader and you want to pair them up with someone who needs training in leadership to improve their leadership skills.

Conclusion Thoughts

The results of an assessment of personality are just data points. They are not the basis for making decisions! It is essential to remain flexible when hiring employees, knowing that there will be various employees in the workplace. Salespeople will typically be extroverts, while web designers are likely to be introverted, for instance. It is therefore impossible to get all of the same kinds of people in a company. If you could, then why should you? Different perspectives from different perspectives will allow the company to view the business through a more broad view. For goodness sakes, when you plan to ask your employees to go through the tests, be sure that the results are correctly implemented. Otherwise, you will never efficiently bring about the organizational change you might want to see.

- Advertisement -
Avatar photo
Samatha Vale
Samatha a senior writer for HC's entertainment team. She is an entreprenuer, mother and an excellent writer. She's also an avid reader, music enthusiast and all around inquisitive person - which is just a nice way of saying she's nosy.

Latest articles

Related articles