The Big Five Personality Test is by far the most scientifically validated and reliable psychological model to measure personality. This test is, together with the Jung test and the DISC assessment, one of the most well known personality tests worldwide.

Essentially, there are four “color” personality types. She goes into how to recognize each type, as well as how to effectively sell to each one. The four color types are Red, Blue, Yellow, and Green. Let’s talk more about each one.

Employers are looking for candidates to demonstrate those personality traits which match the job requirements. For example: HR and professional roles require effective communication skills, superb stakeholders’ management skills, and a structured and planned approach to tasks, etc.

Top 10 Tips To Pass A Personality Test

1. 1) Answer honestly but from a professional perspective.
2. 2) Review the instructions carefully.
3. 3) Don’t pick too many (or too few) extreme responses.
4. 4) Keep the job role in mind as you go.
5. 5) Don’t try to game the test.
6. 6) Be consistent in your responses.
7. 7) Take your time.
8. 8) Be aware that there will be some ‘wrong’ answers.

You can’t actually flunk or ace a personality test—it simply shows if you’re a good fit for the job.

Conversely to the previous tip, you should also avoid answering every question with “Strongly Agree” or “Strongly Disagree”. This might make you appear wildly sure of yourself or closed to others’ opinions.

Unlike other pre-employment tests that focus on hard skills, there are no wrong answers on a personality test. According to a Society for Human Resource Management survey, 22% of HR professionals use personality tests.

It may cause flawed results. Candidates may respond based on what they think the employer wants rather than on their true personalities; therefore, results aren’t always accurate. The purpose of the test may not fit into your hiring process. Therefore, using it in the hiring process can lead to skewed results.

Personality tests can be costly to administer. Costs can range between $100 to $5,000 per candidate, according to Helios HR (2014). Accuracy. While useful for gaining behavioral insight, personality tests are not always the best indicators of how successful an individual will be in a job.

Why do employers use personality tests? The addition of personality tests gives employers a sense of their employee’s capacity to fit into the organization. As such, the addition of personality tests allows hiring managers and employers to make informed hiring decisions.

The cost of personality assessments can range under between $100 and $5,000 per candidate or employee.

Past research found that employee integrity tests result in honest people being labeled dishonest. Some studies even show that overt integrity tests can sometimes misclassify almost half of honest candidates. Many employers are tempted to use them to shrink their applicant pool.

No federal law makes administering a personality test in the hiring process illegal per se. Third, you may face claims that these types of tests violate an applicant’s right to privacy because either the questions themselves are too intrusive or you fail to maintain the confidentiality of the applicant’s answers.

You could refuse to take the test unless you are presented with the results. But if this is at a job selection process, this action may mean you are not offered the position, so it is a risk that people have to consider worth taking.

Yes, you can be fired because of your personality, that’s why most recruiter and human resource manager looking for personality before the profession. Most people put “Team Player” at their resume because they know how important it is in order to get the job.

They are illegal due to the bias generated from the results, and because the people who make the tests cannot help but put their own biases in the test. Thus, a test created by a white person may actively discriminant against blacks, etc, due to cultural differences.

Griggs v. Duke Power Company The Supreme Court decided in 1971 that requiring job applicants to take IQ tests (or any test that can’t be shown to measure skill related to the job) violated Title VII of the 1964 Civil Rights Act.

In 2002, the execution across the US of criminally convicted individuals with intellectual disabilities, who are often assessed using IQ tests, was ruled unconstitutional. This has meant IQ tests have actually prevented individuals from facing “cruel and unusual punishment” in the US court of law.

Are I.Q. tests legal for employment? They can be, but you may find that a professionally-developed aptitude test does a better job of demonstrating a person’s ability and skills. Plus, with aptitude tests, it’s easier to demonstrate how and why the test is relevant and applicable to the job you’re hiring for.

Do not under any circumstances put your IQ on your resume. But otherwise, you risk appearing a little cheesy to some (although probably not all) resume readers. I suppose you can mention it in your cover letter if it’s somehow highly relevant to the needs of the job, but leave it off the resume.

According to Weiten, “IQ tests are valid measures of the kind of intelligence necessary to do well in academic work. But if the purpose is to assess intelligence in a broader sense, the validity of IQ tests is questionable.” Some scientists have disputed the value of IQ as a measure of intelligence altogether.

The use of assessments for hiring is legal when the instrument and its uses comply with the Uniform Guidelines. Modern employment testing is generally considerably less intensive than what was used in the past, as organizations keep candidate experience in mind.