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.

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?

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.