|FROM ||Ruben Safir
|SUBJECT ||Subject: [Hangout of NYLXS] Are you fit
|From hangout-bounces-at-nylxs.com Fri May 12 08:33:10 2017
Received: from www.mrbrklyn.com (www.mrbrklyn.com [22.214.171.124])
by mrbrklyn.com (Postfix) with ESMTP id D9017160E77;
Fri, 12 May 2017 08:33:04 -0400 (EDT)
Received: from [10.0.0.62] (flatbush.mrbrklyn.com [10.0.0.62])
by mrbrklyn.com (Postfix) with ESMTP id 9C689160E77
for ; Fri, 12 May 2017 08:32:49 -0400 (EDT)
From: Ruben Safir
Date: Fri, 12 May 2017 08:32:49 -0400
User-Agent: Mozilla/5.0 (X11; Linux x86_64; rv:52.0) Gecko/20100101
Subject: [Hangout of NYLXS] Are you fit
List-Id: NYLXS Tech Talk and Politics
Content-Type: text/plain; charset="utf-8"
You might think you can't fail personality tests, but recruiters can use
them to fail you.
This is a guest post by Jennifer Feldman.
The use of pre-employment personality tests as a screening tool has
skyrocketed recently, in part because research has shown there is a
correlation between personality fit and employee engagement.
If an employee works in a position that does not match his or her
personality, it will cause lower employee engagement. Low employee
engagement subsequently leads to lower productivity and higher turnover.
The average cost of replacing a poor hire is estimated at about 1.5
times the cost of that worker=E2=80=99s salary and benefits combined. To ke=
those costs down, more than ever companies have embraced the idea of
pre-employment personality tests.
If you're applying to one of those companies, you need to prepare for
their tests. With that in mind, here are five of the most common
pre-employment personality tests.
What was the most recent pre-employment personality test you've taken?
=EF=BF=BC The Caliper Profile
=EF=BF=BC Myers-Briggs Type Indicator
=EF=BF=BC SHL Occupational Personality Questionnaire
=EF=BF=BC Hogan Personality Inventory
=EF=BF=BC DiSC Behavior Inventory
=EF=BF=BC A personality test not listed here
=EF=BF=BC I've never taken a personality test for a job
Free bonus: Download a PDF version of this article to use as a handy
1) THE CALIPER PROFILE
The Caliper Profile has been used by employers for almost 50 years and
is extremely popular.
This test provides information on how personality traits correlate to
job performance by using a variety of question types, including
true/false and multiple-choice questions. The most common type of
question provides you with a series of statements, and your task is to
choose which statement best and least aligns with your point of view.
A unique aspect of the Caliper Profile is that it examines both positive
and negative qualities, aiming to give employers to get a more
well-rounded picture of a candidate.
Here's a sample Caliper Profile report.
Employers can customize the assessment to specifically measure certain
critical behaviors. They will receive a score report that indicates
job-fit match or information about how appropriate a candidate=E2=80=99s
personality is for a role.
It is important before taking the Caliper Profile to do your research
and understand which behaviors are targeted for which roles. Here is a
great resource for preparing for the Caliper Profile. It includes
practice tests, information about what employers are looking for in
candidates, custom feedback based on job level, and information about
what to expect on test day.
2) MYERS-BRIGGS TYPE INDICATOR
One of the most well-known tools for mapping employee personalities is
the Myer-Briggs Type Indicator (MBTI), used by many Fortune 100 companies.
The MBTI identifies if a candidate=E2=80=99s personality leans toward one o=
options in each of the following groupings:
Extraversion vs. Introversion
Intuition vs. Sensing
Thinking vs. Feeling
Judging vs. Perceiving
An individual can fall into one of 16 personality types.
The MBTI is made up of 93 questions that are presented at a 7th-grade
reading level. Every question presents you with two choices=E2=80=94either =
A or B.
Here's a sample MBTI assessment report.
Most candidates have heard of this test, but what you may not know is
that, according to CPI (the test=E2=80=99s distributor), the MBTI is not
considered ethical to use when hiring or determining job assignments.
Rather, the MBTI is more appropriate as a tool to try and understand how
a candidate will perform in a group. It should not be used for
determining if an individual is well-suited for a specific position.
Also, the test is not normalized, so scores cannot be easily compared
between potential candidates. This is extremely important to keep in mind.
3) THE SHL OCCUPATIONAL PERSONALITY QUESTIONNAIRE
The SHL Occupational Personality Questionnaire (OPQ32) has been around
for over 30 years. It's used to give companies a picture of how specific
behaviors may relate to a candidate=E2=80=99s performance.
The test consists of 104 questions that measure 32 characteristic traits.
Candidates are measured in three primary domains:
Relationship with People
Thinking Style and Feelings
On the exam, candidates are presented with four statements, and they
must identify which of the statements best and least describes them.
The OPQ32 was developed with relevant and suitable scales for the
workplace and has been validated for this purpose.
Here's a sample SHL OPQ32 Candidate's report.
The OPQ32 offers employers a custom report with a simple graphical
summary of the candidate=E2=80=99s performance. These reports outline stren=
and weaknesses in detail, and the normed results can be directly
compared to other candidates applying for the position.
To learn more about this test, check out this practice pack, which
features practice tests, customized feedback, and study guides.
4) HOGAN PERSONALITY INVENTORY
The Hogan Personality Inventory (HPI) was introduced in the 1980s and
originally given in a socio-analytic context. Currently, the HPI has
been adapted and is used as a job performance predictor.
The HPI falls under the category of personality tests based on the
Five-Factor Model, testing for =E2=80=9CExtraversion, Agreeableness,
Conscientiousness, Neuroticism/Emotional Stability, and Openness to
The inventory has 206 true/false questions that are to be completed in
about 15=E2=80=9320 minutes. The HPI evaluates seven primary scales, six
occupational scales and 42 subscales. The six occupational scales
measure service orientation, stress, tolerance, reliability, clerical
potential, sales potential, and managerial potential.
The HPI is administered online with an instantaneous score report.
The score reports have been normed on more than 500,000 candidates
around the world and validated for use in more than 200 different
occupations, making the inventory a dependable tool used to evaluate an
individual=E2=80=99s temperament and how it matches the demands of the open
This is what a sample HPI interpretive report looks like.
The HPI score report lets employers know how a potential candidate might
act in certain work-related circumstances. It also notes interview style
and classifies candidates into categories. With that in mind, pay
special care to research about the various interview styles. To become
more familiar with the exam, take a look at this Hogan personality test
prep pack, which features 266 Hogan=E2=80=93style personality test question=
5) DISC BEHAVIOR INVENTORY
The DiSC Behavior Inventory (DiSC) identifies a candidate=E2=80=99s main tr=
and is based on the four-style behavior model, the oldest of all
personality tests; it has been around since around 400 B.C.E., the time
Companies use the DiSC as a tool to help recognize a candidate=E2=80=99s
professional characteristics and how he or she works as part of a team.
The DiSC personality profile consists of four basic factors:
The DiSC is one of the simpler exams, and it is much shorter than other
tests, with only about 12 to 30 questions. Candidates are provided with
adjectives or short statements and asked to choose which applies to them
the most and the least.
One major reason for the DiSC being a common personality test used by
many employers is because it is one of the cheapest on the market,
typically under $100 dollars per test.
Here's a sample DiSC personality test.
The DiSC may be popular but it is considered a temperament measure, not
a pre-employment measure. The results of this measure only provide data
on the relative strengths of a single candidate. This means employers
cannot compare between scores of two competing candidates, similar to
the MBTI above.
Also, the DiSC is not considered a valid predictor of job success. Keep
this in mind when taking the exam and after getting your results.
WHAT CAN YOU DO TO PASS YOUR PRE-EMPLOYMENT TEST?
While it's essential to understand what to expect on your job interview
day, it's even more important to prepare for pre-employment personality
tests in advance.
When deciding on the best preparation method, start by asking your
recruiter which test you are going to face, and then match your practice
resource accordingly. If the recruiter is unwilling to disclose this
information, it is still likely to be available on the Internet.
In general, I recommend using this personality test practice pack based
on the Big Five model. This pack is a comprehensive resource that
includes practice questions and explanations, analysis of the top fifty
traits employers are looking for, personalized feedback based on career
level, and a complete guide to personality tests.
Keep in mind that a personality test is a quantifiable way for employers
to see if a job is appropriate for you. However, it can also be helpful
in ensuring you are not placed in a role that is not suited for you.
At the end of the day, personality tests serve not only to help the
employer but also the candidate.
About the Author
=EF=BF=BCJennifer Feldman is a speech and language expert and blogger at
JobTestPrep. She specializes in writing about the employment hiring process.
READ NEXT: How Do You Score on this Quick Human Resources Personality Test?
BONUS: THE WORLD'S QUICKEST PERSONALITY TEST
Subscribe to JobMob via RSS or email and follow Jacob on Twitter for
more job search tips about getting best results.
So many immigrant groups have swept through our town
that Brooklyn, like Atlantis, reaches mythological
proportions in the mind of the world - RI Safir 1998
DRM is THEFT - We are the STAKEHOLDERS - RI Safir 2002
http://www.nylxs.com - Leadership Development in Free Software
http://www2.mrbrklyn.com/resources - Unpublished Archive
http://www.coinhangout.com - coins!
Being so tracked is for FARM ANIMALS and and extermination camps,
but incompatible with living as a free human being. -RI Safir 2013
Hangout mailing list