Will Personality Testing Replace Interviews?

John Krautzel
Posted by in Career Advice


A strong smile and well-rehearsed answers to common interview queries use to be enough to win the interview war. Today, however, many savvy companies use personality tests to dig a bit deeper. These tests, with their commonly complex questions, are not easy to game, making it difficult to provide the answers you think the hiring committee wants and leaving you with no option but to provide true, revealing answers to interview questions.

By using personality tests as a part of the hiring process, business leaders often reap an assortment of benefits. First, these tests provide a non-biased metric for employers to consider when choosing a candidate, which can be particularly helpful when they're choosing between the final several candidates at the end of the hiring process. Additionally, many tests designed specifically for use in hiring provide clear indicators of the candidate's likely suitability for the particular job for which he is interviewing. This allows employers to select the best people for each distinctive position and thereby increases the overall stability of the company as a whole. Finally, these tests, unlike affable interviewers, are exceptionally difficult to trick. Interviewees are aware of this, making them less likely to provide false information during interviews.

These personality tests are specifically designed to prevent candidates from providing the answers they know companies want to hear. For example, some tests of this type contain the following statement: "True or False: I like parties." A candidate trying to present herself in the best light could easily overthink this question. While answering "True" would make you appear to be a social creature who plays well with others, providing this answer may also make you seem like someone who is always looking for excitement. Answering "False," however, could make you seem unsociable, which employers might also consider undesirable.

Test designers state that another key factor in assuring accurate results is that no one question provides a full picture of the candidate's personality. It is only the combination of all of the answers that truly yields reliable information about who the person is and what type of personality she brings to the job. By relying upon the interplay of questions as the determining factor, designers make it all but impossible for a test taker to weigh the ramifications of each answer and choose the answer that seems most favorable instead of answering truthfully.

While personality testing provides obvious benefits, few companies rely solely on these digital mind-readers. Most hiring committees use these tests as a tool during the process and still follow more traditional hiring practices. If you're a job seeker, don't worry if you don't perform well on a personality test. You still have an opportunity to shine during a traditional interview.


Photo courtesy of phasinphoto at FreeDigitalPhotos.net

 

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  • Nancy Sprague
    Nancy Sprague

    Everytime I have taken one of these tests, I've never gotten a traditional interview. All I got was a letter of rejection. I have not been able to answer these tests correctly to get to the interview and avoid these as much as possible but that means I will never get the job that I really want.

  • Nancy Anderson
    Nancy Anderson

    @Yvonne all of your questions are good ones and the only one who can really answer them is the one giving the test. Not all companies use personality testing. Today companies are moving more towards hands-on type interviews where you work for a day or more so that they can observe you in a real working environment. During testing or an interview, obviously, you will be on your best behavior. However, in a real world environment where everyday things are being thrown at you, an employer can better judge the type of employee you will be on a longer term basis. So many things are changing now and we just have to adapt to keep up. Will personality testing become the new "go to" for companies? Time will tell but probably not. Most companies will not take the time to do this testing but it's always best to be prepared.

  • Yvonne W.
    Yvonne W.

    Whether it is aptitude or personality the troubling issue I have is the applicant does not see the results or interpretation of scoring. The applicant will never know if it influenced their determination not to hire. One can't retake it nor know how the scoring was perceived.

    I don't believe a personality test tells the entire picture. I have taken personality tests for clinical personnel although I'm a trainer. I don't directly deal or interact with patients, but throughout the entire test I'm asked situational questions how I would handle a patient interaction or issue with their health. That's not how my job, yet I had to take the test first before I could get to the next level.

    What is this test being scored against? From my understanding, those 'already' in the positions they deem good workers are tested and 'their' scores are what an applicant is scored against. It may be stated that one is trying to screen out unstable or well suited applicants but based on what? Existing employees that they deem satisfactory so if other personality types of employees could do as well or better, one would never know as they already decided based on those there they are who they want. If those people are of a certain, cultural background & gender they don't think it will mar the outcome.

    My opinion is they aren't as good as detected what makes a good employee as they are as screening out what they don't want in their employment. What is their objective in the testing results? Like or similar results as to what they currently have in employment? That's dangerous to exclusion or discrimination and not can't prove it.

    Diversity may not be allowed, but conformity is. Based on age, gender, economic, cultural and regional differences it could reflect in how one answers the questions and that alone can deter those from being given opportunity of employment.

  • Nancy Anderson
    Nancy Anderson

    @Barbara and John it is true that you should be honest with the interviewer and the company. Not sure how far you should go though. Truth be told that companies are required to make accommodations for special needs but they don't like it. If you have one person who doesn't need the time off versus one who does, which do you think they will pick? But Barbara, if your health issues require extensive time from work, then yes it would be best to fess up right from the start. The sad truth is that it probably pushed you right out of the running for the position. It's like hiring a woman who is 7 months pregnant. Will a company hire her? Probably not in today's world - not when there's 100 other applicants with the same qualifications who are not 7 months pregnant. You could query the interviewer when it's your turn to ask questions. You could ask how he/she feels about allowing certain accommodations for health reason and see what the reaction is. That way you will know whether to continue pursuing the position or not. Best of luck to both of you.

  • barbara l.
    barbara l.

    I totally agree with that. I mean as far as truth about myself and my past experience, but I always let interviewers know what my shortcomings are or needs I may need met. I have health issues that may require certain amount of time off for medical needs. If you don't be honest about things your not just wasting your time, but there time and costs for doing background, drug testing etc.

  • JOHN E.
    JOHN E.

    I can admit from experience that being honest and truthful can at times offend others, though people may not show any signs of being offended. I believe in being totally open and honest, even if I risk the opportunity of getting the job, or developing relations with others.

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