Personality tests are aimed at providing insight in a clear format into someone’s personality and what kind of behaviour they are likely to have. For example, if someone finds they get quite shy in large groups, and prefer one-on-one interactions, a personality test can create a profile that reflects this. Here’s ways that the tests can be useful, both privately, and in the workplace:
It’s not easy to get a clear picture of our own personality. We miss things others observe, but also vice-versa. A personality test is an objective method of understanding a new perspective on who we are. This can be a useful tool for getting in touch with our own identity and can assist with how we communicate with others. It can give us insight we may not have consciously realised about what our needs are, and how to present for the best interests of a relationship too, be that personally or in business or work life.
We know what we like, and what we don’t, but it can sometimes be difficult to articulate those needs to others. A personality test can turn our preferences into a simple profile that we can then use to let others know how we like to communicate and interact. One popular personality test that has gained plenty of attention recently for this reason is the 5 Love Languages test, which is aimed at facilitating better communication with those who we care about.
Personality testing can also be useful in the workplace if used correctly. According to the publisher of the Myers-Briggs test, 88% of Fortune 500 companies have used it to better understand their employees. Here’s some ways personality testing can be used in your workplace:
The fact that personality testing can give us insight into ourselves we may not have seen previously, they can be great for personal development. By incorporating test-taking in a space that feels constructive and non-judgemental, team members can identify areas of their behaviour that may make it difficult for them to do a great job, and seek to resolve those or tailor the work to their needs.
Personality tests shouldn’t be the be-all and end-all in your hiring process, but they can give insight into a potential recruit’s behaviour that can help to decide whether they’ll be a good fit for your team. It is possible to ‘cheat’ personality tests if you have incentive to do so, however, and the changeability day-to-day for how we respond also makes them less than concrete. Use a personality test to support your processes, but don’t lean too heavily on them.
To get the most out of a Personality Test, make sure you choose the right one for your purpose, and that you take care to create conditions that will ensure the subject is given every chance for success (that includes you!).
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