Personality Test

Personality Test

My personality type preference was: Introvert (3%), Sensing (1%), Thinking (31%), and Judging (12%). The scores show that I have a marginal or no preference of introversion over extraversion, and sensing over intuition. The results explain that I might exhibit characteristics of more than one character. I have a moderate choice of thinking over feelings, and a slight preference of judging over perceiving.

The test means I can either be an introvert or extrovert, defining life’s direction externally or internally. On gathering information, the results show I can either rely on my senses and practical data, or trust intuitions without building upon a solid foundation. According to the test results, my decisions are based more on thinking than feelings, and I have slight judging preferences over perceiving.

Experience in taking personality measure

I fibbed before the exercise, but I was able to answer all the questions honestly. The results showed that I could portray characteristic of more than one trait in extraversion. I enjoy being with people and I like to be in groups, but there are times I need to be alone and enjoy privacy. All the questions should not be a yes or a no; the tests should give a room for explanation. There are times I prefer to read a book than go out and socialize, but not all the times.

I think human resource professionals should avoid using tests that put people into one category or personality style because they are too simplistic. The tests produce consistent results over time, without assessing factors that contribute to candidates giving specific answers such as stressful life circumstances. I also feel that candidates can fake answers to provide responses they think employers want.

Advantages and Disadvantages of Personality Tests

Advantages of Personality Tests

They help employers make decisions on which respondents to invite for interviews if the tests are conducted before. The tests narrow candidates’ selections as they effectively give insight into traits of all candidates. The tests are essential in applicant screening to uncover possible behavior issues such as dishonesty and tardiness.

Personality tests help managers decide on interview questions to ask candidates during interviews. They help conduct robust job interviews by giving managers ideas of what to ask such as candidates’ soft skills like problem-solving, flexibility, communication, and work ethics. Employers understand the candidates’ motivations and determine whether they are team players and how they can help the organization.

The tests offer more profound insights on how new employees would fit into the company’s work culture. The limited time available for conducting interviews, skills, and abilities of candidates is often overlooked on a CV or face to face conversation.

Personality tests ensure the company hires applicants exhibiting similar traits. Applicants with matching traits to the entire workforce lower turnover of staff within a company. They reduce the likelihood of putting the wrong person in the wrong role, a mistake that can be costly to the organization.

Disadvantages of Personality Tests

Some of the tests are time-consuming, and their completion demands a lot of effort. They may discourage potential candidates from proceeding with the application process. These candidates get frustrated and get absorbed by other competing companies to improve their workforce. The test I took had a lot of questions that needed time to read and interpret before answering.

Managers experiences problems in deciding how to proceed with events where experience and training tend to conflict with results of the test. The tests are important in giving insight into an individual’s motives, work style, and values, but are not efficient for placing candidates into their respective roles. They simply provide indications for success but are not prediction tools.

Most of the applicants often answer personality tests to please the interviewers. They tend to say what is socially acceptable, making the tests ineffective. Therefore, the tests can be unreliable and untrustworthy when candidates fake their answers and lie to look better. According to Mujtaba (2015), workplace personality tests may not be accurately used to assess how successful or productive a candidate will be.

Performing personality tests can be costly. The practice involves paying for the tests and paying a person to score the tests and weigh the chances the right candidate gets the job. The cost estimates range from $100 to $5000 per candidate.

The candidates answering personality tests correctly are not necessarily the right fit for the job. The tests expect them to carry through with the same efficiency if offered a role in the company. The tests typecast applicants, resulting in unfair speculations and expectations. Applicants feel trapped or limited by the personality results fearing they will experience rejection in the workforce. Sales job applicants with education, skills, and experience might not get the job if they test as introverts (Oishi, Talhelm & Lee, 2015).

Predicting Behavior Using Personality

Knowing personality of others is helpful in predicting their behavior. They help managers categorize different traits needed in a workplace that they might otherwise not be aware of. Personality measures in workplace help managers in job placement. They focus on getting the right characteristics and personality types and reduce turnovers to achieve greater success.

Understanding personalities of other employees help improve group interactions (Gylfason, Halldorsson & Kristinsson, 2016). The tests help dysfunctional teams learn about each other and work to improve, creating a more functional and cohesive team atmosphere. More productive teams are created when workers interact to create good work dynamics as a result of a common communication type that suits them all.

Knowing the personality of other people in the workplace helps appreciate diversity. Recognizing how your personality is different from and interacts with others helps you appreciate diversity and your addition to the team. Appreciating diversity makes it easier to avoid conflicts by being more analytical to evaluate situations before determining how to address them.

Fitting Personality Concept within Biblical Worldview

The concept of personality is consistent with the biblical world’s view because by definition personality is the combination of qualities making individual’s distinctive character. Biblically, all individuals are unique in the way they were created, and in their different experiences and reactions to the world. Psalms 139 points that people are fearfully and wonderfully made, and they are responsible for their actions. They have the responsibility to act in righteous and loving ways despite their predispositions.

The New Testament has many passages commanding people to act in acceptable ways even in most challenging situations. Ephesians 4 requires people to abandon falsehood and always speak truthfully to their neighbors because they are all members of the same body. The verse urges people not to sin when angry, and not let the sun go while still angry. People are told to stop stealing and eat from the work of their hands, and share with the needy. The personality concept points are consistent with the biblical worldview, as they allow people to be kind, compassionate and forgiving, to emulate the life of Jesus Christ.

 

 

 

 

 

 

 

 

 

 

 

Reference

Gylfason, H., Halldorsson, F., & Kristinsson, K. (2016). Personality in Gneezy’s cheap talk game: The interaction between Honesty-Humility and Extraversion in predicting   deceptive behavior. Personality and Individual Differences, 96, 222-226. http://dx.doi.org/10.1016/j.paid.2016.02.075

Mujtaba, B. (2015). Personality Tests in Employment: A Continuing Legal, Ethical, and Practical Quandary. Advances in Social Sciences Research Journal, 2(4). http://dx.doi.org/10.14738/assrj.24.1004

Oishi, S., Talhelm, T., & Lee, M. (2015). Personality and geography: Introverts prefer mountains. Journal of Research in Personality, 58, 55-68. http://dx.doi.org/10.1016/j.jrp.2015.07.001

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