Passed the written test and interview, but failed on the personality test? ! Help you get through the minefield!
In the job search process, written examinations and interviews are usually the first steps we have to deal with. However, there is another aspect that may seem less obvious but equally important: personality testing. Many companies ask candidates to take personality tests as part of their hiring process to get a more complete understanding of their personality traits. However, sometimes even if you perform well in the written test and interview, you may lose the job opportunity because of the personality test. Many people are dissatisfied with this and think it is too metaphysical. Can they understand my personality with just a few multiple-choice questions? Is such a hasty decision really appropriate?
This article will not discuss the theories of psychology or statistics in depth, but will directly share how to pass these personality tests, let you understand some of the minefields of personality tests, and provide some suggestions to help you pass this link smoothly. Please read it carefully, because if you don’t understand what the company wants to examine, you won’t be able to shape yourself into the person the company wants.
Purpose of personality test
What exactly are these tests trying to measure? In fact, this kind of assessment is not only encountered in school recruitment, but also used in social recruitment and promotion. Personality tests are designed to assess a candidate’s personality traits, behavioral habits and the way he gets along with others. Companies want to use these tests to see if you’re a good fit for their corporate culture and if you have the ability to work well with team members. Therefore, personality tests are not meant to make things difficult for you, but to better match your needs with those of the company.
4 Dimensions of Professional Personality Test
These professional personality tests usually examine four major dimensions: competency, career risks, motivation, and development potential.
1. Competence
Competency tests whether your personality is qualified for the job, and will be tested from the aspects of introversion, extroversion, planning, rationality or emotion; whether you are responsible, whether you have the ability to cope with pressure, whether you have the courage to make decisions, etc.
Each position requires different personalities. For example, when interviewing for a sales position, you should not be too introverted. For a design position, you should be creative. For a finance position, you want rigorous and steady people. Each position is different, so when answering questions, you should make decisions based on the position you are applying for. Different options.
2. Occupational risks
Occupational risks will be examined through multiple-choice questions in scenario simulations to see where you are likely to make mistakes, resign, or do things that harm the company’s interests.
Don’t be afraid of this, everyone has the tendency to make mistakes, but when answering questions, you should avoid the very sensitive points of the position you are applying for. For example, in finance positions, if you are too eager for money, you will get more points; in human resources positions, if you are too good-natured and dare not make decisions, you will get more points.
3. Motive
Motivation refers to what makes you sincerely happy. Motivation theory believes that people have three motivations, namely achievement motivation, affinity motivation and influence motivation. Achievement motivation is reflected in competitiveness and self-motivation, affinity motivation is reflected in the desire to be good to others (does it make you uncomfortable when facing conflicts?), and influence motivation is like spreading your ideas and recommending yourself to others. Think good things.
Based on these motivations, a person’s development potential can be analyzed. For example, a person whose achievement motivation is higher than the other two items has a higher probability of becoming a small leader. People who are high in all three motivations have a higher probability of becoming a big leader. Leaders whose affinity motivation is higher than the other two are generally more difficult to become leaders because every decision they make will offend others. (The emphasis here is on probability analysis, not absolute.)
4. Development potential
For example, whether you like to make decisions, whether you prefer professional skills or management is an assessment.
How to avoid minefields in passing tests
So, how do you pass these tests? This is the issue that everyone is most concerned about. These inspection points are usually not asked directly to you, but are hidden in the scenario descriptions of the test questions, allowing you to choose how to respond or choose from several options that best suits your situation.
The first step is to analyze clearly what kind of person you like in this position. You can conduct a systematic analysis through recruitment brochures, online reviews and senior descriptions of corporate culture.
The second step is to move closer to the personality of the person you like in this position when answering questions, and choose options that meet the requirements of this position.
For example, if you apply for Huawei, Huawei likes people with strong execution ability, strong obedience, desire for money, and strong ability to withstand pressure. Then when we choose, you should choose this type of option: ‘I like outdoor sports. ‘, represents the ability to withstand stress; ‘I will try it immediately when I have an idea’, represents execution; ‘I will make a plan for the day before going out on the weekend’, represents planning; ‘If the leader arranges a job, I do not agree with it’ His work steps, but I will still implement them first and then argue with him,’ which represents obedience.
If you interview a central enterprise, the central enterprise will not give you much money, so people who like to pursue feelings will like people who abide by the rules, be calm, and be by the rules. Then your options will be closer to liking ‘outdoor sports’, ‘pursuing spiritual life more than material life’, ‘obeying the rules’ and ’not challenging the rules’.
Tips on how to improve your passing rate
First of all, pay attention to lie detection questions in personality tests. Personality test questions usually have a large number of questions, and the same test point will appear multiple times in different places. This is called a lie detection question. It will check whether the options you choose for these questions that appear multiple times are the same. Usually, the later we answer questions, the more impatient we become, and our true character and thoughts are easily revealed. Be sure to ensure that the options for the same test point are consistent to avoid revealing your true personality and thoughts.
Secondly, each option has a profound meaning. For example, liking outdoor sports represents optimism and resistance to stress; not caring about other people’s evaluations represents resistance to stress, but it also represents your career risk of being unable to listen to other people’s opinions; liking to make plans represents You are highly planning and rigorous, but this also means that you may be less creative. Therefore, each option is not absolute. It has positives and negatives. You should make a suitable choice based on the position you are applying for.
Conclusion
While a personality test isn’t the only factor that determines whether you’ll get a job, it’s still an important one. Since the company has designed a personality test to decide whether to hire applicants, whether it is science or metaphysics, we cannot change it, so we must abide by the gameplay, understand the rules, and defeat it easily.
I wish you all the best in your job search! 🌟
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