Personality Assessment for Job Placement
Personality assessments are used to determine how an individual will fit into an organization based on character and behavioral traits. Employers make use of personality tests by discovering a candidates unique and specific qualities and then comparing the results with the responsibilities of a job.
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Benefits
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Because personality assessments ensure that an individual is compatible to a job based on his character, likes, and strengths, job turnover is minimized due to a greater percentage of employee job satisfaction.
Misconceptions
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Personality assessments are not used to find the right or wrong employee, but are used to find the employee with the best personality make-up for the position. For example two applicants may have similarities in their education and career background; however, a personality test may reveal that only one of the applicants has the character traits needed to succeed in a management position.
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Types of Personalities
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Job placement personality tests normally breakdown an applicants type in four ways. Personality type A for the director personality, type B for the social personality, type C for the detail personality type, and Type D for the supportive personality type.
Popular Personality Tests
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The Myers-Briggs Personality Type Indicator and the Keirsey Temperament Sorter are two of the most widely used personality tests for career and job placement.
Types of Questions Asked
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Questions asked on personality assessments vary depending on the type of test you are taking. For example, for personality tests where the goal is to discover the best career choices, questions may formulate around working scenarios and situations; however, for assessments leaning toward discovering a person's character the questions may be more about regular day-to-day scenarios.
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References
Resources
- Photo Credit taking test image by Petro Feketa from Fotolia.com
