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These tests apply different strategies to determine how the taker might react in certain situations and respond to various external stimuli. Understanding the different types of personality tests can help you gain insights into what each is used for and how it can help you when applying for or working at a job.

In this article, we will cover some of the most common types of personality test options used in the interview process and workplace. Types of personality tests used in the workplace While personality tests are commonly used today, they have been around for centuries. He made a distinction between the theory of human personality and the human body and his work led to drastic changes in the way that people viewed one another and understood the personality of each individual.

Since then, the use of personality tests, assessments and theories has continued to increase, particularly in the workplace. You might encounter a personality test when interviewing for a job or working toward a promotion in your current role.

Employers often use different personality tests to gain insights into their employees and better understand their strengths and weaknesses.

Pre-employment personality assessments can also estimate the likelihood that an applicant will excel in a role if they are hired. It uses questions to determine where an applicant falls in four key groupings, which are extraversion vs. The results of these groupings place test-takers into one of 16 personality types. Each question presents two statements, and you will determine which is more aligned with your viewpoint. It is a fairly long assessment, with 93 questions to answer.

Example question: It is important to me to follow traditions. Degree of agreement answer scale Related: Guide: 16 Personality Types 2. Caliper Profile The Caliper Profile is a commonly used personality test in pre-employment and employment screenings as it measures how the personality traits of an applicant or employee correlate to their performance in their work role. When taking this test, you will answer questions in various formats, the most common of which presents a set of statements and asks you to choose which most aligns with your views.

Other question formats include true or false, multiple-choice and degree of agreement scale. Something unique about this personality assessment is that it looks at both the potentially negative and positive qualities of a candidate to provide a wider picture of how they would perform in a role.

It can also be customized to target specific behaviors that are particularly important to a certain job or function. Example question: You are working with a group on a project with a tight deadline.

Your colleague spends most of their time talking on the phone, while you work diligently to complete your portion of the tasks. What would be your most likely and least likely responses? Report your colleague to the project manager. Focus on completing your tasks rather than concerning yourself with your colleague. Speak with your colleague to express how their actions might impact the team. Ask if they need support.

Tell others on your team that the colleague is responsible for slippage on the project and should be reported. It helps measure behaviors in individuals and has many applications, including career development and employee progression. The 16 types of personality traits it measures include: Dominance. Generally, situation judgment tests feature between questions, and will not have a definite time limit.

Candidates will be given a workplace situation and a list of typically four possible answers. Candidates may be asked to choose the most appropriate answer for the scenario, or they will be told to rank them in order of how suitable they are to the given scenario. In other words, a number of situations will be presented to you and you will have to envisage yourself present in that given situation.

You will then have to respond or react to the situation in the way you believe is most appropriate. The scenarios in these tests can include organization issues, sales scenarios, or disputes with co-workers, to simulate a realistic work issue. Some of the skills assessed in the SHL situational judgment test include: Diplomacy Drive and motivation to achieve Analytical ability Interpersonal skills 2.

A company uses the results of the test to see how a candidate would handle certain situations that they may encounter in the job that they are seeking. In a Saville SJT the candidate is given a certain problem that relates to the job they are applying for, and a few possible courses of action. The candidate then needs to rate the various possible actions from highly undesirable to highly desirable.

Top Tip 2. The better you understand the work scenario given to you the more deliberately you can consider each possible response and decide which answer is the most appropriate.

Top Tip 3. Distinguish between personal and professional trait questions There will be questions assessing both your personal and professional characteristics, so make sure you can spot the difference between these two question types. Knowing if it is a personal or professional trait question will help you decide how to answer. If you are not sure which group a question falls under, attempt to summarize the question in one line. Top Tip 4. Isolate the key point within a question There may be details that are not so relevant to the scenario.

Pay attention to the central point of the question as this may help you better understand the context, subject, and attributes being addressed. Top Tip 5. Think about a balanced response Think about responses that are balanced, in that they take into account the needs of the different players in a given scenario including your own needs. The five most commonly used employment tests fall into 5 categories: personality tests skills tests aptitude tests integrity tests emotional intelligence tests There are many different examples of tests in each category.

An aptitude test or a cognitive ability test is a general word for a pre-employment exam. Jul 14, — Our free downloadable Excel test is meant to screen for intermediate. This pre-offer Excel test may be one you want to conduct at a testing. Find out more about how to prepare for the employment test What are the different examples of pre employment testing?