The personality assessment is one of the most important, but also arguably one of the most dreaded, parts of a job application or resume. You find yourself scrolling through hundreds and hundreds of questions that ask you about who you are as a person and what your values are, only to land on some question that makes you think twice about committing to anything in particular. Many questions are designed to sound strange and get you to give an answer that is the polar opposite of what the interviewer wants to hear. These tips show you how you can make a standard personality assessment questionnaire less bizarre and more focused on what the interviewer is looking for in a potential candidate.
10 Tips for Personality Assessment :
1. Don’t be afraid to go with a first impression :
Customers are very good at reading personality based on their first impression. If you let them be your guide, they will never have to read too far into your answers to get a feel for how you would act in their company. You must have a good reason to change your first impression of someone. If you promise to use first impressions to guide how you behave toward the people around you, then it is easier to control what they think of you.
2. Be true to yourself :
You should not try to make your personality assessment reflect what you think the interviewer wants it to remember. The more honest and accurate you are during this process, the better others will understand how they feel about having you around as a coworker or business associate. It also helps them understand other aspects of who they are, such as whether or not they can trust your answers when applying for new jobs in the future.
3. Give careful thought to the questions :
When you answer the personality assessment, you want to sound like you are giving detailed and thoughtful answers without being so cautious as to seem like you have nothing exciting or fun about your personality. The best way to maintain that balance is to ensure that your answers portray your best self and avoid appearing bland or boring.
4. Think about how you would fit into the job :
When answering the questions, you must consider how they relate to where you want to work. You also want to avoid answering questions that make it sound like certain activities or events end their selves that describe you well. By articulating the qualities of your personality in terms of what the job requires, filling out the questionnaire can be much smoother and more enjoyable.
5. Try to pick a few sample answers :
When deciding how to fill out a personality assessment, it is good to use examples. This can be something your friends or family members have given as an answer in the past, or you can pick from something that someone else has put on their employment application. Suppose it is reasonable for the interviewer to expect that you have interests and hobbies similar to someone else who has been successful in their career. In that case, picking out a few sample answers for specific questions will help you answer more easily and quickly.
6. Remember that this is not an admissions test :
Many people treat the personality assessment as if they are being asked questions by a university admissions officer rather than a hiring manager or future employer. It would help if you focused on what you want to do in the job, not how well you can perform in a particular position. This can make it easier to answer the questions, as you will know exactly what the interviewer wants to hear when they ask you a question.
7. Keep in mind context :
When answering specific questions, because multiple options could describe each trait, you must remember the context in which they are being asked. The most common example would be how one of the traits relates to performance on other traits. Sometimes this is obvious, such as being described as someone who takes their work seriously when asked how they work the best under pressure. At other times, the trait can have a surprising meaning, such as being described as someone who has a sense of humility.
8. Think about the questions :
When taking a personality assessment, it can be hard to imagine what will happen if you fail to respond. However, there is a way to end up in this predicament without fooling yourself. The first thing you want to do when deciding on how to answer a question is for you to answer it in a manner that does not feel forced. It should also match your personality and show that you understand the process and why certain things are included in the questionnaire.
9. Think of the questions in reverse :
When you are filling out some of the personality assessment questions, you must be sure to think about the questions in reverse. It would help to consider how much time you spend on that particular trait and how much you devote to other characteristics. Thinking about which attributes get ignored can be an excellent way to come up with an answer that is more likely to be truthful and accurate rather than self-serving or misleading.
10. Consider each question separately :
Each question needs to be answered separately from the rest of them. This means that you cannot respond to one question by saying that you are great at tasks that require respect while not responding to other questions if they would cause shame or embarrassment. You also want to make sure you pay attention to any descriptions, as they might be helpful when answering the other questions on the questionnaire.
What do employers look for in a leadership test?
Employers generally use leadership tests in one of two ways. They can either ask applicants to take the test and assess their answers, or they can create a custom test made up of basic personality assessment questions. If the employer is using a leadership test as part of their application process, they want to ensure that it is fair and accurate. This means that such a test’s results will be reliable when they decide who they want to hire and promote within the organisation.
Mercer Mettl is a fantastic software to help organisations with leadership assessments. The main aim of Mettl is to provide the recruiters with a method of recruitment that allows them to make sure that they can attract more talented people and make sure that they can measure the effectiveness of their recruitment routine. Thus, Mettl has been developed to provide organisations with a platform to measure their talent.