Employment personality tests are a valuable tool for gaining insights into the interaction style, personality traits, and behavioral tendencies of individuals. They are designed to assess the aspects of a person's personality that remain relatively stable throughout an individual's lifetime. Properly designed personality tests are therefore meant to pinpoint permanent personality "traits" (for example, an individual's level of extroversion) rather than temporary "states," (for example, an individual's current level of anger).
When given to prospective or current employees, personality tests are intended to describe aspects of an individual's character that are relevant to their job performance. Whereas aptitude tests assess whether a job candidate can perform a job, personality tests address the question of whether the candidate will do the job: in other words, they assess job fit from a behavioral perspective. Does a candidate have behavioral traits that are statistically linked to success in this job? Is he/she likely to be happy or comfortable in this role? Research has also shown that personality tests can be especially useful in predicting job performance in those jobs that require frequent social interaction (with other employees, the public, or customers).
HireSelect contains the following employment personality tests:
A sales aptitude test that measures personality traits that have been shown to be critical to success in sales and sales-related jobs. These traits include motivation, competitiveness, extroversion, goal orientation, and assertiveness. The SalesAP provides an overall recommendation on a candidate's suitability for sales positions.
The companion test to the SalesAP, the CSAP is a customer service test that measures personality traits that are important for customer service and related positions. The CSAP provides an overall recommendation on a candidate's suitability for customer service-related positions, based on traits such as cooperativeness, personal diplomacy, patience, and more.
A general personality inventory based on the most widely accepted personality model the "Big Five" which describes an individual's personality in terms of five psychological traits: Agreeableness, Conscientiousness, Extroversion, Stability/Neuroticism, and Openness.
The EPP is a general personality inventory that measures twelve personality traits that provide valuable insights into a person's work style and behavior. It can be used for any position, and contains position-specific benchmarks that allow administrators to compare an individual's scores against composite profiles to determine likely job fit. The EPP takes about 15 minutes to complete, and measures the following traits: Achievement, Assertiveness, Competitiveness, Conscientiousness, Cooperativeness, Extroversion, Managerial, Motivation, Openness, Patience, Self-Confidence, and Stability.
The WPP is a personality test that is used to predict whether an applicant will be a conscientious, productive, and reliable employee. It is used primarily for entry-level positions where rule adherence and trustworthiness are of primary importance.