Personality Practice Test

Welcome to the challenging yet rewarding world of pre-employment personality testing. Unlike skill-based assessments, these tests delve deep into your character and work style, determining your fit within a company’s culture and role. This guide is designed to shed light on the enigmatic nature of personality assessments, transforming your apprehension into confidence. Here, you’ll learn not just about the structure and types of questions but also about the philosophy underlying these tests. Our goal is to provide you with a thorough understanding and strategic insight, enabling you to approach these assessments as an opportunity for self-reflection and professional growth.

Strategic Insights and Self-Discovery

The essence of succeeding in a personality test lies in preparation and self-awareness. Think of this process as akin to preparing for a job interview – you wouldn’t step into one without knowing about the company, similarly, navigating a personality test without understanding its nuances is a missed opportunity. Through expert guidance, simulations, and feedback, this guide is not just about passing a test; it’s about uncovering aspects of your professional persona that align with your career goals. We emphasize the importance of authenticity – it’s not about molding yourself into an ideal candidate, but rather, highlighting your genuine qualities that are valuable in a work environment.

Ready, Set, Prep!

As we begin this journey together, remember that each step you take in this preparation is a stride towards showcasing your best professional self. The exercises and simulations are tools not only for practice but also for introspection, allowing you to present a true and advantageous picture of your personality to future employers. So gear up, engage with an open mind, and let’s embark on this path of preparation and success in your career endeavors.

Question Types Explained

As you navigate through the Personality Assessment Test, you’ll encounter the Personality Section, a crucial part of the assessment that provides insights into your behavioral tendencies and personality traits. Unlike the Abstract Reasoning Section, which focuses on your cognitive abilities, the Personality Section delves into who you are as an individual—your attitudes, preferences, and typical behaviors. It’s not about right or wrong answers, but about understanding your unique personality and how it might fit within a professional context.

This section primarily consists of two types of questions—Most/Least Questions and Rating Questions—each designed to explore different facets of your personality. In the following guide, we’ll explore each type of question, what they assess, and the approach necessary to perform well on each type.

Most/Least Questions

These questions present you with a set of four statements, and you’re asked to identify which statement is most like you and which is least like you. These questions assess a range of personality traits, such as assertiveness, empathy, risk-taking, and patience, among others. They aim to understand how you might behave in different work situations. To perform well on these questions, it’s important to be introspective and honest. Remember, there are no right or wrong answers in this section—it’s about understanding your personality and how it might fit with a particular job role.

Your answer sheet will have two responses for each of these types of questions. 

Rating Questions

These questions present you with a statement, and you’re asked to rate how much you agree or disagree with the statement on a five-point scale. These questions also assess various personality traits and behavioral tendencies. They aim to gauge your attitudes, preferences, and typical behaviors. To excel in these questions, honesty and consistency are key. Try to avoid extreme responses unless the statement truly represents or opposes your personality.

In the Rating Question type of the Personality Section, you’ll be presented with a statement and asked to rate your level of agreement on a five-point scale, as demonstrated in the following example:

In this question, you would select the option that best represents your level of agreement with the statement. For example, if you strongly agree with the statement, you would select the “Strongly Agree” option.

As you prepare for this test, focus on understanding yourself better and being honest and consistent in your responses.

Going through the Personality Assessment Test was an eye-opening experience. The Most/Least Questions really made me think about my traits like empathy and assertiveness. I had to be deeply introspective to choose which statements resonated most and least with me. The Rating Questions, on the other hand, required me to reflect on how much I agree with certain viewpoints, like enjoying team-oriented environments. The key for me was being honest and consistent in my responses, which I believe gave a true representation of who I am in a professional setting.

Emily Watson, Marketing Manager

Preparation Strategies

Preparing for a personality test can be a unique challenge. Unlike academic or skill-based tests, personality assessments delve into the intricate web of your character traits and work habits. While there’s no “studying” in the traditional sense, you can strategically prepare to present the most accurate and favorable version of yourself. Follow these steps to ensure you’re ready to shine:

1. Self-Reflection: Begin with introspection. Understand your strengths, weaknesses, and how you react in different situations. This self-awareness is crucial for answering questions honestly yet strategically.
2. Understand the Job Role: Research the role you’re applying for. What traits does it require? Aligning your answers with these traits, without being dishonest, can improve your chances of being seen as a good fit.
3. Practice with Simulations: Take practice tests to familiarize yourself with the question format. This helps reduce anxiety and improves your ability to answer questions thoughtfully under time constraints.
4. Seek Feedback: Discuss your traits with friends or colleagues. They can offer insights into aspects of your personality you may not be aware of or have considered.
5. Learn About Different Personality Models: Understanding frameworks like the Big Five or DISC can provide a lens through which to view and understand the test questions and your own responses.
6. Stay Consistent: Ensure your answers across the test are consistent. Inconsistencies can signal to employers that you’re either not self-aware or attempting to game the system.
7. Relax and Be Yourself: Lastly, approach the test with a calm mindset. Overthinking or trying to outsmart the test can backfire. Remember, the best fit is where your natural personality aligns with the job’s requirements.

Final Thoughts: Embracing the Challenge

Approach your personality test as an opportunity, not a hurdle. It’s a chance to showcase how your unique traits make you the ideal candidate for the role. By preparing thoughtfully and authentically, you’re not just getting closer to the job you want; you’re also embarking on a journey of self-discovery and personal growth. Trust in your preparation, believe in your qualities, and let your genuine self shine through.

Test Features

Personality tests are designed to offer deep insights into an individual’s character traits and work-related behaviors. Here, we’ll explore the main features of these assessments to help you grasp their purpose and structure.

Purpose and Objectives

The primary goal of a personality test in a professional context is to evaluate whether an individual’s character traits align with the requirements and culture of a specific job role. These tests are crafted to predict job performance, cultural fit, and potential for future growth within an organization.

Holistic Personality Evaluation

Personality tests assess a broad spectrum of traits, such as openness, conscientiousness, extraversion, agreeableness, and emotional stability. They aim to paint a comprehensive picture of how an individual’s attributes and work style mesh with various professional scenarios.

Adaptive Testing

Some personality tests use adaptive testing methods. This means the questions may change based on your previous answers, focusing on areas that need more exploration to accurately assess your personality.

Non-Binary Scoring System

Unlike tests with right or wrong answers, personality tests use a scoring system that doesn’t evaluate responses as correct or incorrect. Instead, they measure how closely your responses align with the traits considered essential for the role you’re applying for.

Reading up on different personality frameworks was a game-changer for me. It helped me understand the traits being assessed, making me more confident in my responses.

Laura Gibson, HR Specialist

Technical Facts

To fully grasp how to navigate and understand your personality test results, it’s essential to be aware of its technical aspects. These facts will give you a clearer picture of what the test measures and how it operates.

Duration and Length

The length of personality tests can vary, typically ranging from 30 minutes to an hour. The number of questions may also vary, often depending on the depth of personality traits being assessed.

Reliability and Validity

A key technical aspect is the test’s reliability (consistency of results over time) and validity (accuracy in measuring what it claims to measure). Reputable tests are rigorously developed and tested to ensure they meet these criteria.

Scoring Methodology

The scoring process often involves complex algorithms. It’s not just about tallying up your answers but about analyzing patterns and consistency in your responses to create a nuanced profile.

Confidentiality and Data Usage

Test takers’ responses and results are typically confidential. Employers use these results for hiring decisions and may also utilize them for developmental purposes within the organization.

Cultural and Language Considerations

Well-designed personality tests account for cultural and linguistic differences to ensure fairness and accuracy. This means they are often available in multiple languages and adapted to different cultural contexts.

Common Personality Tests

• The Big Five Personality Test (OCEAN): This test measures the five broad dimensions of personality traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It’s widely used in the workplace to understand candidates’ personalities in relation to job roles.
• The NEO Personality Inventory (NEO-PI-R): Developed by Costa and McCrae, this instrument is designed to assess the Big Five personality traits. It’s detailed and often used in both clinical settings and workplaces.
• The Hogan Personality Inventory (HPI): Although inspired by the Big Five, it focuses more on the ‘bright side’ of personality traits and how they relate to job performance. It’s commonly used in organizational settings.
• The 16 Personality Factor Questionnaire (16PF): Developed by Raymond Cattell, this test assesses a set of 16 traits that are conceptually linked to the Five-Factor Model. It’s used for a variety of purposes, including employment testing.
• The Occupational Personality Questionnaire (OPQ): Designed by SHL, the OPQ provides a detailed report of personality traits relevant to the workplace. It doesn’t directly use the Big Five labels but correlates closely with them.
• The Caliper Profile: This assessment goes beyond just personality traits and also looks at individual motivations and potentials. It’s comprehensive and includes elements aligned with the Big Five theory.
• The Golden Personality Type Profiler: Similar to the Big Five, this test assesses personality on several dimensions and provides insights into how individuals may behave in a work environment.
• The Work Personality Index (WPI): This assessment provides a comprehensive measure of personality traits that are relevant to the workplace, aligning with the Big Five model.
• The HEXACO Personality Inventory: Adds a sixth dimension to the traditional Big Five model, encompassing Honesty-Humility, Emotionality, eXtraversion, Agreeableness, Conscientiousness, and Openness to experience. It’s unique for including the Honesty-Humility dimension, providing a more comprehensive view of personality.

Assessment companies that utilize these tests

Here’s a list of 20 high-volume and well-known recruitment assessment companies that primarily utilize personality tests like the Big Five, HEXACO, or similar models in their assessments:

1. Aon’s Assessment Solutions: Offers psychometric assessments, including personality and cognitive ability tests.
2. Korn Ferry: Provides talent management solutions, including personality assessments based on the Big Five model.
3. Thomas International: Offers assessments for personality traits, behavioral styles, and cognitive abilities.
4. TalentLens (Pearson): Provides various assessment tools for personality and aptitude in talent identification.
5. Criteria Corp: Specializes in pre-employment testing services including personality, aptitude, and skills assessments.
6. Saville Assessment: Offers a range of psychometric assessments including personality questionnaires.
7. MHS Assessments: Focuses on psychological assessments for employment contexts.
8. Psytech International: Offers a variety of psychometric testing tools, including those based on the Big Five model.
9. Mercer | Mettl: Provides online assessment solutions including personality tests for recruitment and development.
10. AssessFirst: Specializes in predictive recruitment based on cognitive and personality assessments.
11. Central Test: Offers psychometric testing tools, including personality and cognitive assessments.
12. Talent Q (Part of Korn Ferry): Provides a range of online assessments including personality tests.
13. Cubiks (Now part of PSI Services): Offers talent assessment tools, including personality questionnaires.
14. Wonderlic: Known for cognitive ability tests and also offers personality assessments.
15. Aspiring Minds: Provides assessment tools, including personality assessments for job fit.
16. HireVue: Combines video interviewing and assessment tools, including personality assessments.
17. Plum: Utilizes the Five-Factor theory of personality in their talent assessment tools.
18. TestGorilla: Uses personality tests such as the Big Five in their pre-employment assessment tools.
19. Retorio: Leverages AI-driven tools for personality and behavior assessment.
20. Success Performance Solutions: Specializes in Big Five personality assessments for various job categories.

These companies are known for their extensive range of assessment tools and methodologies, playing a significant role in modern recruitment processes and talent management across various industries.

Results Scale and Interpretations

Understanding the intricacies of your personality test score report is crucial for interpreting how your unique traits and characteristics align with professional roles and environments. Let’s explore the various elements of the score report in detail.

Detailed Breakdown of Report Components

1. Competency Scores:
   • Reflect broad categories of personality traits.
   • Each competency score provides a snapshot of your abilities in key areas relevant to workplace behavior.
2. Subscale (Specific Trait) Scores:
   • Offer a detailed view within each broad competency.
   • Help in understanding your personality on a more nuanced level.
3. Numerical and Percentage Scores:
   • Quantify your traits, usually on a scale or as a percentage.
   • Facilitate comparison with average or desired scores for specific roles.
4. Percentile Rankings:
   • Show how your score compares to others’.
   • Helpful for understanding where you stand in relation to a larger group.
5. Raw Scores:
   • The unadjusted scores based on your direct answers.
   • Provide an unfiltered view of your responses.
6. Score Range Interpretation:
   • Provides context on what being in a certain score range means.
   • Helpful for assessing fit for specific roles or organizational cultures.
7. Textual Interpretations:
   • Narratives that explain the practical implications of your scores.
   • Offer insights into how your traits might play out in professional settings.

This table breaks down the different components of the personality test score report and what they signify.

Utilizing the Score Report for Career Development

• Personal Development: Use the report for self-awareness and growth, understanding both strengths and areas for improvement.
• Career Alignment: Assess how your personality aligns with job demands and company culture.
• Strategic Planning: Leverage your strengths and work on identified weaknesses to better fit your career aspirations.

Example of Personality Test Scoring Breakdown

This table illustrates a fictional scoring example for a personality test, showing how different competencies and subscales might be scored and interpreted.

What stood out for me in the personality test was its relevance to real-world job scenarios. As a Sales Director, I appreciated how the questions seemed to directly relate to situations I encounter in my role, from client interactions to strategizing sales approaches.

Michael Thompson, Sales Director

FAQs

Test Tips

Approaching your personality test with the right mindset and strategy is crucial. Here are seven indispensable tips to help you navigate the test effectively and authentically:

1. Stay Relaxed and Focused: Approach the test with a calm and clear mind. Anxiety can skew your responses, so take deep breaths and stay centered.
2. Be Honest, Yet Strategic: Answer questions truthfully, but also consider the implications of your responses. Reflect on how each answer portrays you in a professional context.
3. Understand Each Question Fully: Read every question carefully. Misinterpreting a question can lead to inaccurate responses that don’t truly reflect your personality.
4. Manage Your Time Wisely: Even if the test isn’t timed, don’t dwell excessively on any single question. Aim for a steady pace to ensure you respond thoughtfully to all items.
5. Trust Your Initial Instincts: Your first response is often the most genuine. Overthinking can lead to responses that are less authentic and more about what you think the test wants.
6. Ensure Consistency in Your Responses: Inconsistent answers can suggest you’re either unsure of your traits or trying to manipulate the test. Stay true to yourself throughout.
7. Review Your Answers: If time allows, go back and review your answers, especially if you felt uncertain initially. A second look can sometimes provide clarity.

For me, discussing potential answers with friends was invaluable. It offered new perspectives and helped me understand how others might perceive my responses.

Sarah Lee, Business Analyst

Administration

• Test Location: Personality tests are typically administered online, allowing you to take them from any location with a stable internet connection.
• Test Schedule: Often, these tests are not strictly scheduled but need to be completed within a given timeframe as part of the job application process.
• Test Format: The test is usually computerized, featuring a mix of multiple-choice questions. The format primarily includes Likert scale questions and ranking statements rather than open-ended responses.
• Test Materials: Since the test is online, no physical materials like pen and paper are necessary. However, having them handy for jotting down thoughts or organizing responses can be helpful.
• Cost: Generally, there is no cost for the test-taker, as employers who require the test usually cover any associated fees.
• Retake Policy: Policies on retaking the test vary. Some organizations may allow a retake after a certain period, while others may consider the first attempt as the final assessment.

Test Provider

Personality tests are developed and administered by a variety of established organizations, each with its own methodology and focus areas. These organizations have significantly contributed to the field of psychology and human resources, offering tools for personal development, recruitment, and organizational management.

Disclaimer – All the information and prep materials on iPREP are genuine and were created for tutoring purposes. iPREP is not affiliated with any companies or trademarks that were mentioned above.