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Personality Assessment Scores

Everything You Need to Know About Personality Exams

  • Because companies are dealing with heightened turnover and on-going management problems, giving prescreening exams has become the norm for many of today’s more prestigious employers.
  • Not being able to accrue a high score on one of these exams could have profound career setbacks.
  • Personality tests are designed to measure traits that are associated with successful performance in a particular job.
  • They evaluate behavioral traits that don’t tend to change much over time.

Are There Right and Wrong Answers?

Yes.  Many assessment providers tell prospective employees there are no right or wrong answers. However, that statement is not exactly accurate. Specific jobs want to see answers that allude to a candidate having certain traits. Those traits are clearly defined and relatively consistent among all tests. How you answer the questions will ultimately trigger if and to what extent you possess those traits.

Generally, these tests are geared to pinpoint:

  • Intelligence (both emotional and intellectual)
  • Manageability
  • Work ethic and autonomy
  • Listening skills
  • Ability to control anger
  • Confidence
  • Goal-oriented

Scores We’ve Gotten

There are certain strategies and philosophies necessary to pass pre-employment tests of any kind.  In this article, we’ll explain what the tests look for, how you want to be perceived and where most applicants get it wrong.

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Looking at Question Formats

  • Assessment tests will be multiple choice.
  • They will either provide 4 or 5 choices per response or 2 choices
Agree heavily
Agree somewhat
No opinion / indifferent
Disagree somewhat
Disagree heavily
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Does Your Story “Check Out”

A personality assessment test, in a sense, is structured the same way that someone would interrogate a suspect.  They will ask the same question in a bunch of different ways with different wording.

Often, test-takers will get frustrated by the redundancy in questions and begin to answer in different ways.   This will create a false-positive which likely will result in a failed score.

Ultimately, the consistency in the person’s story will either confirm or deny their statement accuracy.  For instance, if I were to ask you if you like vegetables in 10 different ways, and 6 of those times you said yes, 4 you said no, your credibility about eating that kind of food would be in question.

Personality Assessment Answer Overview

 

  • An Interrogation strategy is a situation in which you’re asked essentially the same question multiple times.
  • This is the premise of personality tests as they’re looking for a candidate who remains consistent throughout all the questions displaying the same desired traits.
  • A real example of this is a job applicant who faced this question during a personality test: Would your rather give money to a homeless man or sit under a tree to read a book?
  • In this situation, the test would grade you off your ability to put aside your altruistic values in order to demonstrate your willingness to better yourself and provide value for the company.
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