Personality job tests are an effective method of employment screening, and they help to separate those who are incompatible with a position from those who are an excellent fit. The idea that some personalities are better suited to certain working conditions is widely accepted, and a lot of time can be saved if an individual can be flagged with a conflicting attitude or problematic character traits before they are hired. These assessments are presented as a questionnaire that requires the taker judge situations by agreeing or disagreeing with them. These occasionally are combined with questions that require a written response, explaining how the individual would react to certain scenarios. These questions try to establish the work ethic, as well as personality type, and may also ask about skills in order to gain a better understanding of what a potential employee can bring to the company.
Because their use is becoming common in today’s employment screening, the question of accuracy arises. These assessments hinge on the honesty of the taker, and a phenomenon known as response distortion documents the tendency to answer in ways that will be perceived in the most positive light. An unclear question may prompt a taker to choose answers that they normally would not if they had understood the prompt. Writing tests that are straightforward and coherent and using them in addition to interviews or alternative forms of screening is the best way to get the most accurate results. Personality job tests are a beneficial and informative means of pre-employment evaluation, especially when their limitations are taken into account.
