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Personality Assessment Scores

Everything You Need to Know About Personality Exams

  • Pre-employment tests have gotten substantially more complex
  • In 2024 only 5% of our candidates do well, before 2023 it was 20%+
  • We’ll discuss how they work and show you scores we’ve gotten
  • Then, analyze real questions based on the theories that work

Are There Right and Wrong Answers?

Absolutely.  Assessment providers tell test takers there are no right or wrong answers. That’s false.  There are answers that get you the job and then there are the ones that prompt an employer to take you out of the process.

The tests aim to see if you have traits and behaviors often leading to success.  Regardless of what test, the traits they look for are always the same.   There is a format, redundancy and rhythm to the tests.

Desired Personality 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.

Why the Question Redundancy

Tests want to see if you are being truthful and they want to remain accurate for the buyer of the results.  Therefore, if they only asked one question about your anger (or potential), they would be labeling that test taker by one question.

Essentially, these tests need more information prior to determining if someone has a personality trait or is deficient in a certain area.  Be prepared to answer the question over and again. Don’t let the test agitate you. It’s simply doing its job. It’s making sure your story checks out.

Being Liked vs Productive

Often, candidates take the test trying to make the exam seem as if they are a good person.  Instead, answer the questions as someone who is ambitious, autonomous, collaborative, yet non-reliant on team members.

If you don’t appear driven to learn and succeed, you won’t pass.   Avoid coming across as someone who is altruistic or reliant on others.  For instance, an exam can ask very odd questions such as would you like to help a homeless person or learn something new.

While the question may seem odd, there is a right and wrong answer.  The right answer is conducive to a corporation producing at maximum capacity.  The wrong answer is conducive to making friends.

Final Tips

  • Tests are going to assess the actual traits that are necessary for a person to perform the job at high capacity. In accounting, it may be attentiveness. In sales, it may be empathy and extraversion.
  • Be consistent
  • Be decisive
  • Don’t be afraid to appear arrogant
  • Come across as manageable, composed and open to suggestions (all very important traits)