A Review of Personality tests

There are different kinds of personality tests available today. The most commonly used is the self-report inventory which is also known as the objective personality test. These evaluations are designed to assess the subjects in terms of their unique individual characteristics or preferences and their respective psychological make-up. But the question here is how an individual assessment scoring can determine the suitability of someone to a job opportunity if there is a big possibility that scores may change in the long run.

What are Self-Report Questionnaires?

A self-report questionnaire is a questionnaire that involves questions about your particular, attitudes, beliefs, feelings and opinions. More often than not these are used as a way to gain respondents in qualitative researches, experiments and observational studies. Furthermore, it is generally a “test” wherein questions are covertly expressed in order to get into the aspects of individual personality necessary to your workplace.

There are two types of self-report questionnaires:

Open-Ended Questions refer to questions that invite the respondents to give answers about the given qualitative data based on their beliefs and opinion. More often than not, these questions are difficult to analyze for various responses were produced covering larger scope of fields. But this is good as one can really identify what you really think about something.

Closed-ended Questions refer to questions that have limited options especially if answers came from a specific predetermined list. Specific questions are asked which have specific and certain answers too. But these questions are easier to analyze. It’s just that it prohibits in-depth insights regarding the topic.

Difference between aptitude and personality assessments

Aptitude tests are used by employees in order for them to measure the work-related cognitive capacity of their potential applicants while for personality testing is designed to assess the individual in terms of their unique individual characteristics or preferences and their respective psychological make-up. But generally a personality evaluation differs from an aptitude test through the following facts:

  • There are no correct nor wrong answer in these evaluations
  • There are no specific time given for you to answer the questions

Your answers will be used by your employees to determine whether you will be suitable to the job or role the company has been offering and how you are going to respond with the different work-related situations and activities. It is more likely, employers get the idea of how you think, respond, react and deal with certain situations that might be present in your workplace.

Five Factors of Personality tests

  • Conscientiousness generally refers to the attitude of being organized and efficient versus the attitude of being careless and easy-going. Being organized is more likely attributed to be being disciplined and will definitely aim for achievements. This is more often than not preferable compared to people who are impulsive.
  • Extraversion pertains to the attitude of being energetic and outgoing versus being reserved or solitary. Usually some companies hire persons who are assertive, sociable, and energetic and have positive emotions towards others within the company.
  • Openness to experience refers to the attitude of being curious and inventive versus consistent and cautious. This also reflects the degree of individual’s intellectual curiosity, novelty and creativity.
  • Agreeableness refers to the attitude of being friendly and compassionate versus being detached and analytical. It is also regarded as the measurements of trusting a certain individual.
  • Neuroticism pertains to being sensitive and nervous versus being confident and secure. This generally refers to degree of emotional impulse and stability towards someone or a certain situation.


There are wide array of texts which challenged the existence of personality testing as a measurements or basis of employers in hiring a particular individual to a role in their office. The general question is that how this individual assessment marks can determine the suitability of someone to a job opportunity if there is a big possibility that their scores may change in the long run. Furthermore, results in personality testing are more often than not subjective which if became the basis will definitely pave the way for discrimination of who and who should not be accepted in a specific job role. Given this fact, these evaluations should not be the sole basis of why you should hire someone, but will just be a piece of it.

Moreover, as the results are fully subjective, one may not really use this as a basis of whether to hire or not someone. As mentioned above, it should just be a piece of the puzzle. This often encountered by applicants like you when applying for job thus the best way to solve this is to find additional measurements and basis for hiring personnel.

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