Companies often use personality tests like the Myers Briggs MBTI, emotional intelligence EQ-i, or others like the DISC to determine if potential employees’ personalities are a good fit for jobs. I noticed a conversation about whether companies should use personality tests for screening employees. It seemed that many of the responses indicated that people will just lie to get the job.
There is the possibility that any subjective, self-administered test could be manipulated. However, many of the tests have built-in detectors that try to catch inconsistent responses. For those of you who have taken these tests, you may have noticed that it seemed like they asked the same kind of questions more than once. Many of these tests reword things several different ways to determine consistency.
I took a personality test for a job as a pharmaceutical representative in the early 80’s. Because it was a sales job, I knew that they were looking for sales-related qualities. It was common sense to figure out that since I was applying for a sales position, I should use appropriate adjectives like motivated or driven to describe my personality.
The problem with lying on the personality tests is that in the end, you will end up with a job that does not really fit with what makes you happy. Also the company will end up with an employee that is not the best match for the job. In this economy, many people are willing to do whatever it takes to get any job. However, the experienced HR professional should do more than just use a personality test to determine a good candidate. These tests can be useful tools if used correctly. However, they are just one of many tools.