A personality test shows how someone works: how they collaborate, handle pressure and reach a decision. Below you read what such a test does and does not measure, which questionnaire fits your question and how to read the outcome.
A personality test measures preferences, not skills. There are no right or wrong answers and you cannot fail. The outcome describes how someone prefers to approach work, and that predicts part of their behaviour on the job.
In selection you use it alongside an aptitude test and an interview. Personality mainly predicts collaboration, persistence and style. Aptitude predicts how quickly someone picks up new work. Together they give a fuller picture than a CV.
How someone collaborates, communicates and reaches a decision.
How steady someone stays under setbacks, criticism and time pressure.
Structure, accuracy and the way someone takes on tasks.
Intelligence, knowledge and experience. For those you need an aptitude test and an interview.
Five questionnaires you can use on their own or side by side. The choice depends on the purpose: selecting, developing or collaborating.
A score only means something once you set it against a norm group: people with a comparable working and thinking level. Without a norm group you do not know whether a score is high or low, only which number came out.
The questionnaires rest on models from selection psychology and are tested continuously. The underpinning per instrument is on the scientific accountability page.
Read the scientific accountability →Open directly, no form required. The publisher of the instrument is listed with each file.
You can get used to the question format with a practice test, so you start more calmly. Answering what you think the employer wants to hear backfires: questionnaires contain checks for that pattern and it produces a flat profile that does not hold up in conversation.
No. There is no right or wrong answer. A profile can fit a role less well, and that is exactly what the test is used for.
Ten to fifteen minutes, depending on the questionnaire. You do not have to finish it in one go.
A personality test measures preferences and has no time limit. An aptitude test measures how quickly you solve problems and does run on a clock. For selection they say more together than apart.
You see the outcome yourself and there are agreements about who receives the report. What happens with your data is on the privacy and trust page.
An adviser thinks along about the choice and shows you the portal.