Are personality tests a useful business tool?
We’ve all taken them. Most of us know our types. But are these tests useful in the business world? Should a business use personality tests to stick their employees in their respective personality silo?
I thought these were out of style in the workplace until I performed an interview for a E&Y Entrepreneur of the Year Candidate. He was a CEO of an insurance company. One of the employee selection tactics was proudest of was that he gave a detailed personality test to every worker. He then used that to determine where he thought they would fit in best.
He even convinced me to take the test. Days later I received an email from his secretary with the test. I took it, emailed it back. A week later after it was analyzed he sent me the results. Turns out I would not make a good insurance salesmen on his team. Oh well.
Even in Canada personality tests for hiring are becoming more popular and are a major tool in hiring personnel:
Personality tests have been around for decades, but they fell out of favour after passage of the U.S. Civil Rights Act because companies feared they could be discriminatory.
Organizations are turning to standardized tests again, partly because previous employers seldom provide detailed references for former workers due to fear of lawsuits. They also use assessments to sift through thousands of resumes.
But are these exams fair? Should someone be judged on their “personality” according to a test. Here is researcher that that thinks personality tests may not be that efficient:
One criticism of personality tests, especially the self-report kind, is the potential for faked answers, which according to Frederick Morgeson of Michigan State University, is understandable because job candidates want to present themselves in the best way possible.
Despite substantial research devoted to techniques that will mitigate, or at least alleviate, the impact of faked answers, there have been no clear-cut methods developed to solve the problem, notes Champion.
Another personality test dissenter Annie Murphy Paul, author of “Cult of Personality” thinks the personality craze is merely mainstream pop psychology.
“The judgments of personality tests are not always imposed; often they are welcomed. And what, some will ask, is wrong with that? Human beings are complex creatures, and we need simple ways of grasping them to survive. But how we simplify–which shortcuts we take, which approximations we accept–demands close inspection, especially since these approximations so often stand in for the real thing.”
I personally relate personality tests to a fortune cookie or horoscope. That is, we want so badly for the horoscope to be true, that we see truth no matter the facts. We ignore the negative evidence and concentrate on the goal: fitting the prediction. The Society of Industrial and Organizational Psychology Inc. lists this as a disadvantage of personality tests:
May lead to individuals responding in a way to create positive decision outcome rather than how they really are (i.e., they may try to positively manage their impression or even fake their response).
I say take these tests with a grain of salt. They may be fun, they may even fit you, but don’t let the results define you. If you didn’t fit the type you were looking for, don’t stress. Instead of trying to figure out your personality type why don’t you lay out your strengths and weaknesses. That’s going to help your career better than trying to figure out what personality types you work best with.
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Tags: Career Development, exam, Personality, personality tests, Recruiting, tests
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February 29th, 2008 at 9:05 am
I agree that you should not let a test define you… but personally, I really enjoy these tests. I am an ENTJ. Taking the Myers Brigg really made me self-aware of why I am the way that I am. I find knowing other people’s personality types helps me “sell” to them better so I can adapt to their styles. I wish I knew more of my manager’s personality types. I want to become certified to teach others on Myers Brigg.
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February 29th, 2008 at 9:44 am
I couldn’t agree more with you Brandon. I see them much like IQ tests, what’s the upside? If you don’t do well or have the best personality type then you doubt yourself and if you do do well you just confirm your self-confidence.
The only upside I can see is if someone is not able to see their own strengths and weaknesses. Using it as a self-discovery tool is fine (as long as it is taken as a grain of salt) but, I am strongly opposed to using these tests as a hiring filter.
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February 29th, 2008 at 5:06 pm
I agree. I don’t think it’s intended to be right or wrong, but it seems to end up that way more often than not. Some companies won’t even talk to you before you “pass” their personality tests. I like the idea of knowing coworkers and knowing self. However, the MB Personality Test (or whatever flavor you use) shouldn’t be the end-all, say-all of workplace potential.
March 4th, 2008 at 1:58 pm
[...] talks about them, companies strive to test for them, but how do you actually improve the skills that you use to interact with people and influence [...]
March 5th, 2008 at 12:06 am
[...] talks about them, companies strive to test for them, but how do you actually improve the skills that you use to interact with people and influence [...]
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March 6th, 2008 at 10:22 pm
The use of personality screening alone for job hires scares me to death. I’ve been in HR for more than 20 years and we use the Myers-Briggs Personality Testing for screening of potential new-hires only AFTER they’ve been approved by their potential direct report manager. I would never use it alone to screen canidates - you miss too many great people.
Recently I had two canidates come into my office for a position. Both looked the same on paper; similar education, experience and qualifications. However one tested better on a personality profile - he was more in line with what we wanted. So we went with that person. In this situation it was part of a 4 or 5 step hiring process. I dont see an issue with that use - does anyone have a thought about it?
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March 11th, 2008 at 2:53 pm
I have always been skeptical of any device that pretends to supplant the judgment of the manager - it’s a cop-out, and a dangerous one.
My wife is a clinical psychologist, and almost never uses exams like these to diagnose - they are too limited. It’s like branding a person forever on the basis of a snapshot.
Tests like these can amplify the information obtained in regular, comprehensive and professional interviews and screenings - or even suggest potential assignments, as Janice suggests - but if you are applying to work at a company that makes its hiring decision solely on them or as an initial screen, then you may want to turn around and apply elsewhere. - There very likely are no managers at that firm who will guide, train, and develop you and your career - they work by templates and data analysis, not judgment.