Why personality test is conducted?
Having worked in HR for over a decade, I can give you the organizational perspective on why we use personality tests:
What companies are really looking for: - Cultural fit - Will this person thrive in our work environment? - Predicting job performance - Certain traits correlate with success in specific roles - Reducing bias - When used properly, they can make hiring more objective - Development needs - Identifying areas where new hires might need support
Common tests and their purposes:
- Myers-Briggs (MBTI) - Team building and communication styles
- DISC - Workplace behavior and communication preferences
- Big Five - Research-backed assessment of core personality dimensions
- Hogan - Leadership potential and derailment risks
What they're NOT for: - Screening out "bad" people - There are no bad personality types - Replacing interviews - They should complement, not replace, human judgment - Making final decisions - They're one data point among many
The key is that modern personality assessments are about fit, not judgment. For example, an extremely introverted person might struggle in a sales role requiring constant social interaction, but excel in a research position requiring deep focus.
I always tell candidates: be authentic when taking these tests. Trying to "game" them usually backfires because you might end up in a role that doesn't suit your actual personality!
Personality tests are conducted for several important reasons across different contexts:
In Employment: - Job fit assessment - to see if your personality matches the role requirements - Team compatibility - understanding how you'll work with existing team members - Leadership potential - identifying management and leadership qualities - Reducing turnover - better matches mean employees stay longer
In Education: - Career counseling - helping students choose suitable career paths - Learning style identification - tailoring teaching methods to student needs - Personal development - helping students understand their strengths and weaknesses
In Clinical Settings: - Diagnostic purposes - identifying personality disorders or mental health conditions - Therapy planning - tailoring treatment approaches to individual personalities - Self-awareness - helping clients understand their behavior patterns
Personal Development: - Self-discovery - understanding your own traits, preferences, and behaviors - Relationship improvement - understanding how your personality affects interactions with others - Growth planning - identifying areas for personal development
As someone who's been on both sides of employment personality tests, I can say they're not about finding "good" or "bad" personalities, but rather about finding the right fit for specific roles and environments.