Personality quizzes for jobs


Free Career Test Matches Your Personality to Your Ideal Job

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Recent Reviews

by Desiree

Knowing yourself is the key to choosing the perfect career. This test was very thorough and comprehensive. The assessment provided confirmation for me and validated my personality because I have often felt misunderstood by my superiors. I will incorporate this into my career path and I plan my future. It has given me a sense of hope with various exciting career options. I am thrilled that I took this test.

by Leslie S.

I’m stunned by the accuracy of these results. The results literally brought me to tears because the traits I value most about my personality came right out on top. I felt truly seen. I didn’t expect much from this test. I’ve taken career tests in the past. This test was 100x better. The list of possible careers that fit me include the careers I’m interested in. But now I’m know more about why they appeal to me. This gives me valuable information to help me make the right choice and I’m so excited about it! Thank you so much for this tool. I’m about to tell others about it. This made my day. It might make my life!

by Charleston

I'm on my second stint in entrepreneurship focused on lifestyle design and in effort to confirm my interests, passions, and impact, I took the test. The results are spot on to where I have put a focus on for my new career and is also spot on to what I did in corporate America for the last decade. I believe that every human should have the clarity to intimately know who they are naturally, it makes a tremendous impact on this world and relationships. This tool is amazing! I will be recommending this tool to my future clients!

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Career Test FAQ

Q.
How does this test determine what career is right for me?

A. This career test measures your personality traits, strengths, values, and interests, and uses those scores to match you with a list of ideal careers. The career assessment is based on two scientifically validated models for career planning: The Big Five model of personality traits, and the Holland Code model of career interest assessment. Using a unique combination of these two powerful career matching systems, the career test will determine which jobs are most likely to match your aptitude and satisfy your individual personality and motivational factors.

Q. What type of career test is best?

When looking to decide what career is best for you, there are various types of career tests you can choose, each with their own benefits. These include:

  • Personality assessments. This type of test can help you find a career that suits your core personality traits and innate talents. A personality career test will measure your personality traits, and then show you what careers people with similar personality traits have chosen. Common career tests of this type include the MBTI® assessment and Keirsey Temperament Sorter.
  • Interest assessments. This type of career test can help you find a job where the day-to-day requirements are a good match for the tasks and activities you enjoy doing. A career interests test will measure how much you like various categories of work tasks, and match you to jobs that are a good fit for those tasks. Career tests of this type include the Strong Interest Inventory and Self-Directed Search.
  • Career aptitude tests. An aptitude test can measure a variety of determinants of job aptitude, including personality and interests, as well as skills like reasoning ability, reading comprehension, or intelligence. Skills-based aptitude tests are more often found when being evaluated for a particular job role, while more general aptitude tests can help you figure out what careers suit your natural inclinations.

If you are planning a new career or making a career change, the best career test is one that will give you a comprehensive assessment of your personality, interests, aptitude, and strengths. A multi-dimensional career assessment will help you to consider all the important factors that drive career satisfaction, and plan your career path in a holistic way. The Career Personality Profiler assessment evaluates both your personality and interests, so that you can choose a career that suits your natural talents as well as your real-world experiences.

Q. How long does the career test take to complete?

A. The career assessment consists of 94 questions. It takes about 10-15 minutes to complete.

Q. What will my career test results look like?

A. When you complete the Career Personality Profiler test, you will first be shown a brief, free summary of your results and career recommendations. Then, you may choose to unlock your full report for a small fee. To see what you can expect from your full report, check out this career test sample report.

Q. Is this career test appropriate for adults making a career change?

A. Yes, this test is ideal for adults who may be changing careers or planning their next step. This career test will allow you to reference your past career experiences, as well as your knowledge of what you have liked and disliked on the job, to better understand how to plan a career move that suits you. In addition, the personality assessment included in this career test will ensure that your career recommendations are tailored to who you truly are, not just where you've been so far.

Q. Is this career test appropriate for students?

A. This test can provide useful career guidance for students over the age of 14, with parental guidance and support. Students who are mature, self-aware, and have had experience with a variety of activities and hobbies will experience the best results from this career assessment.

This career assessment is not recommended for children under the age of 14.

Q. Is this career test really free?

A. You do not need to purchase or register to take this career test and view an overview of your results. If you would like, you can purchase a more comprehensive full report for a small fee.

Q. Is this career test printable?

A. Yes. If you purchase your full carer test report, this can be downloaded to PDF for easy printing and sharing.

Q. Is the career test accurate?

A. This career test has been researched extensively to ensure it is valid and reliable, using a variety of statistical methods. It is based on two established theories which have conclusively been shown to impact job fit and satisfaction: psychologist John Holland's theory of career interest assessment, and the Big Five personality model. While no career test can perfectly predict which career will suit you, an accurate career test like the Career Personality Profiler can show you how your innate talents and individual interests can map to your ideal career.

Q. How can I access my career test results?

A. After you take a test, you will have the option to create an account by entering your email address. If you create an account, you can view your test results at any time by returning to Truity.com and logging into your account. We do not email your results to you.

Q. Do I need to complete this career assessment all at once?

A. If you’ve created an account, you can click on ‘Save’ at the bottom of the screen, and your responses will be saved. If you do not log in to a Truity account before starting the test, you won't have the option to stop and save your responses and will need to complete the test all at once.

Q. Are you going to sell my data?

A. . We do not sell your email or other personal data to any third parties, and we have a zero-spam policy. We carefully comply with applicable privacy laws in handling your personal information. You can read more in our privacy policy.

13 Best Free Career Tests for 2022

If you’ve seen a TV series set in a high school, you’ve likely seen an episode where the characters take a career aptitude test, get their results, and then hilarity and/or drama ensue.  

Whether you’re just beginning to figure out your future profession or you’re looking to make a career change, the idea that you can just answer a few questions and have a test spit out the perfect answer to “What should I be when I grow up?” is enticing. 

Unfortunately, it’s not quite that simple. But you also don’t have to just drift along in a sea of choices: There are plenty of resources out there to help you narrow down your options and find a job where you’ll thrive. 

We’ve researched the best career assessments and job personality tests to help you identify which occupational fields and career paths might help you live your best professional life. 

Let’s get this out of the way: No test can guarantee it’ll tell you your “dream job” or your forever career. 

These quizzes will ask you about your values, interests, skills, and goals and give you some ideas for careers or types of careers to explore further—in other words, they’re a “jumping off point,” says Muse career coach Lynn Berger, who’s used these tests for over 20 years to help clients gain focus and direction in their careers.  

Some will also help you learn more about your working style or what type of environment you thrive in. Your results might even provide a little help for you in your current position—setting you up for success, no matter where you are in your career journey.

Free career aptitude tests

Sponsored by the U.S. Department of Labor, this free job quiz will help you identify where your career interests lie, then point you toward career paths that might feed those interests.

The results section has a “Current Job Zone” where you can explore opportunities based on the experience you currently have as well as a “Future Job Zone” that showcases how much education and experience you’ll need to secure the job you want.

Rather than answer questions on a sliding scale of agree or disagree, this free career test shows four photos (each picture depicts work associated with a specific type of personality) and you choose both your favorite and least favorite illustrated activity. After 15 questions, you get a “Holland Code” result, based on John Holland’s theory of personality types and careers, along with a list of suggested occupations that match your specific type.

What’s unique about this test’s approach is that you’re asked to rank your skill set, interests, work style, and values, plus say how much money you’d like to make, what education requirements you’re looking to meet, and how much potential growth you’d like to see in your career field. The results are no-nonsense—with links to job descriptions as well as job openings.

With this free career personality test, you’ll discover more about how you relate to others in less than 10 minutes. The results detail how open to new experiences you are, how much self-discipline you may have, how much of an extrovert you are, and how you handle stressful situations—not just how you imagine yourself to be. This intel is especially useful to understand when it comes to how you handle your job and coworkers and what kind of work environment would be best for you.

Note: While the basic results are free, you’ll have to pay to see your full report. 

MyPlan.com offers four different assessment options—a career personality test, a career interest inventory, a career skills profiler, and a career values assessment—that together will measure your career personality and help you find your ideal career.

You can still learn things from each test individually, though. For example, the “career values test” will give you a sense of what to look for in a position in order to find meaning, while the “careers personality test” includes 739 careers ranked according to how well they align with your personality.

This comprehensive career test measures your interests, history and goals, and workplace and personality traits. Then it matches you along several dimensions so you can make an informed decision regarding your career. You also get personalized top career matches and insights.

Note: While the basic results are free, you’ll have to pay to see your full report.  

This 60-question quiz not only helps to identify your personality strengths, but also applies the results to how to find the right career. While you can check out the free career test version for your core strengths and management style, in our opinion, it’s worth the upgrade for the premium 10-page report that includes the best career choices for your personality type, details about potential weaknesses, and info about your ideal business environments.

Note: While the basic results are free, you’ll have to pay to see your full report.

The Motivational Appraisal of Personal Potential (MAPP) test focuses on your likes and dislikes and is designed to be taken quickly so that your answers are based on your instincts rather than letting you overthink things. There are various packages to choose from for more in-depth information, but the free results offer ample insights about career motivations and suggest 10 possible vocational areas for you to check out.

Note: While the basic results are free, you’ll have to pay to see your full report.

Other career aptitude tests

The Self-Directed Search (SDS) is a career assessment test that matches people with jobs based on aspirations, competencies, activities, and interests. The result is a personalized report ranking and detailing how realistic, investigative, artistic, social, enterprising, or conventional you may be—a version of the Holland theory called RIASEC. Along with your personalized summary code, you’ll receive a list of careers with salary data as well as educational opportunities that best fit you and your results. The SDS also has specialized reports for veterans and students. 

Cost: $14.95

This test tells you which of the nine Enneagram types you are most like: the reformer, the helper, the achiever, the individualist, the investigator, the loyalist, the enthusiast, the challenger, or the peacemaker.

Understanding more about your type can help you get along better with your coworkers and clue you in about which characteristics you need to look for in a career in order for it to be fulfilling.

Cost: $12

Formally known as the Clifton StrengthsFinder, this assessment tells you your top five out of a pool of 34 possible strengths. Muse career coach Elena Pastore often uses it with clients to “help them synthesize and understand what they are actually good at, what they thoroughly enjoy, and how to identify a job that is aligned.” It’s worth noting that “CliftonStrengths is not a personality assessment, and therefore cannot and should not be used to push people to a specific career path,” Pastore says. “This tool is best used to help individuals identify their talents and then determine what they need to thrive and what they bring to teams rather than predicting a specific career.”   

After taking the quiz, you’ll get a customized report that lists your top five dominant talents, along with videos and supporting materials to help you achieve academic, career, and personal success.

Cost: $19.99 and up

Applicable across all areas of your life, the MBTI (Myers-Briggs Type Indicator) is probably one of the most-used assessments by career centers and managers alike. “Many companies use the MB test to evaluate counseling, leadership training, and work-team development qualities,” says Muse career coach Steven Davis, a technical recruiter and owner of Renaissance Solutions Inc. So not only can your results point you toward possible jobs, but they can also “be a powerful tool for advancement, receiving recognition, and promotions.” 

The MBTI gives you your personality preferences: where you get your energy, how you like to take in information, how you make decisions, and what kind of structure you like in the world around you. While these preferences can certainly point to careers that might suit you well, they can also give you a lot of valuable information about what kind of workplaces might be best for you, what your working preferences are, and how you can best relate to others at the office. When taking the test, Davis suggests that you “approach the test to discover more about who you are as a person,” as well as how you might communicate best and how others may perceive you.

If you don’t want to pay to take the official test, you can take a pretty good (and free) online version here.

Cost: $49.95 for a basic online report; $175 with personal feedback 

This nonprofit research foundation has been studying innate human abilities and aptitudes since 1922. Its goal is to help people make informed decisions about their career paths based on the idea that the career someone finds most rewarding is the one that uses their natural aptitudes and strengths. By identifying those aptitudes, they help you home in on the fields that are most likely to bring you career satisfaction. Unlike most tests that can be taken online, these tests are only available at 11 testing centers across the country.

If getting to a center is not in your future (or the $850 price tag is too hefty!), you can get a taste for the Johnson O’Connor approach via a free career assessment test they developed for Oprah.com. 

Cost: $850

Here’s a bit more about career assessments and quizzes, with some insight from a few of our Muse career coaches.

What is the best career test?

There is no one best career test. And of course, nothing is stopping you from trying more than one…

Different tools with resonate with different people, Pastore says. “Use that tool that works for you that you feel you can understand and identify with. If you don’t identify with any you’ve taken—that’s OK too!”

Are career tests accurate?

Career tests are helpful “to gain focus and clarity,” in your search for the right job, Berger says. Pastore stresses that “taking the assessment and receiving your results is just the first step.”

If the results include specific jobs or paths, make sure you still do your research about what they entail before jumping in. Consider doing some initial reading online, and if the career sparks your interest, try setting up informational interviews with those already in the job to find out more. Or you could use your results to start a conversation with a career coach or counselor.

You might even think of a career test as just part of the first step—you should definitely explore careers that don’t line up with your results if they interest you, and take all these tests with a grain of salt. You’re the only one who can truly decide what you want.

How will a career test help me?

“The purpose of [a career test] is to build self-awareness about what we are good at, how others view us, and what we bring to the table,” Pastore says. This insight may help you find new careers to explore or it may help you thrive in your current job.

Regina Borsellino contributed writing, reporting, and/or advice to this article.

Updated 5/27/2022

Psychological tests when applying for a job with answers online

Modern working conditions, productivity and quality of work performed, increasingly require from applicants appropriate performance, personal, psychological and business qualities.

For this, many serious organizations use testing when hiring, especially in such departments as the FSB, the Ministry of Internal Affairs, Russian Railways . ., banks, including Sberbank .., as well as large corporations.

Who takes psychological tests online?

Soft Skills Test Flexible skills (assessment of competence)

Career guidance online

Employment tests are conducted for accountants, managers, police and firefighters, pilots and machinists, and for lawyers, and even for salesmen- consultants ...

On this page of the psychoanalytic site Psychoanalyst-Matveev.RF you can pass psychological tests used for hiring in various departments and organizations online and free of charge.

However, please note that these are examples of tests used when applying for a job, as each employer can use his own testing, depending on the necessary personal, mental, emotional, moral and business qualities of the applicant for a particular position or profession, in a particular enterprise or institution.
(Large corporations use the SHL, Talent Q, Ontardent, Exect tests)

Important point: testing… set yourself up for success… (read more: how to pass an interview)

Examples of the main psychological tests used when applying for a job in various departments, organizations and enterprises, such as the FSB, the Ministry of Internal Affairs, the Ministry of Emergency Situations . .., Banks (Sberbank), trade ..., testing for the positions of a manager, chief accountant, policeman, firefighter, rescuer , a sales worker (sales assistant), a lawyer ... etc. (professional test)

Psychological tests

General psychological tests when applying for a job are not used as often as specialized ones for certain professions.
However, the results of tests for the speed of the course of nervous processes (temperament), character accentuation, memory, attention and attentiveness may be of interest to some employers.

Mandatory psychiatric examination of drivers upon employment (Labor Code of the Russian Federation art. 212, 213, Decree 695, 377, order of the Ministry of Health and Social Development of the Russian Federation 302n, order of the Federal Medical and Biological Agency of Russia (FMBA) 121)

  • Test for a profession online for teenagers and adults
  • Personality test - (software version)
  • Temperament test - (software version)
  • Mindfulness test (attention switch)
  • Test motivation for success (in profession, type of activity)
  • Test for professional growth (career motivation)
  • Psychological test from Sberbank when applying for a job

Verbal tests

A verbal test when applying for a job is the basis of an interview with an applicant for a position and profession, where the verbal (speech) abilities of the applicant are needed.

  • Online verbal test

Math tests

Some corporations use math tests to determine an applicant's analytical skills when applying for a job.

  • Math test (with answers)
  • Analytical mindset
Numerical tests

For some positions, such as accounting, employers use numerical tests when applying for a job.

  • Numerical Test
  • SHL Test

Logic Tests

Logic Job Application Tests inform the employer about the applicant's ability to find the right solutions in unfamiliar situations.
Test for logical thinking

Test for logic

Emotional tests

Emotional stability, stress resistance - necessary indicators of certification - tests when hiring and subsequent re-certification - applicants and current employees in positions where you need to work with people in dangerous, emergency and stressful situations (for example, police, Ministry of Emergency Situations , trade…)

  • Online stress test
  • Burnout test
  • Neuropsychic stability test
  • Stress test

Personality tests

The main widely used personality test in hiring is the SMIL test (Standardized Multivariate Personality Research Method) - aka the Minnesota Multivariate Personality Inventory (MMPI) and its abbreviated version MMPI Mini-Mult

Intelligence tests

Level, coefficient intelligence (IQ) of the applicant is often the most important indicator of testing when applying for a job where the intellectual abilities of the future employee are necessary.

  • Russian literacy test
  • Online COT test (short indicative questionnaire for determining general mental abilities - sometimes used in the MIA CPD)
  • Online IQ test

  • Genius test (also known as the "Red Square" reaction test - sometimes used in the CPD of the Ministry of Internal Affairs)
  • Intelligence test
  • IQ test (aikyu)

Creative tests

Many modern organizations require creative, creative people who sometimes need to have organizational and even entrepreneurial abilities, so creative tests are also used when hiring.

  • Creativity test
  • Creativity test
  • Organizational ability test
  • Entrepreneurial ability test
  • Test for creativity
  • Test for general erudition


See all psychological tests of the site http://Psychoanalyst-Matveev. RF

General list of psychological tests will be expanded upon admission bookmark the site and visit more often…

Psychoanalyst consultation before getting a job (for a fee)

Psychological training for each individual

Self-hypnosis to set yourself up for a device to work and pass testing.

Psycho-training to relieve stress before an interview and passing tests when applying for a job

logical tests for company employees

Reading time: 7 minutes.

Let's talk about psychological tests. Let's analyze how they work in practice, which tests are worth and which ones are better not to use when selecting applicants for a vacancy.

Why psychological tests are needed in selection

Certain qualities affect the success of an employee in a position. Moreover, for different categories of personnel, these qualities may be different. For example, for a document management specialist, the following are important: attentiveness, tolerance for monotonous work, discipline. An employee from the customer service department cannot do without stress resistance and customer focus. And if the employer selects the head of the department, then a successful candidate must have the potential for leadership, self-organization, ambition, and innovation.

Such qualities can theoretically be identified in an interview or in a competency interview. But professional psychological testing provides an employer with additional information that can be decisive when choosing between two seemingly equal candidates. Thus, it helps, if not eliminate, then at least reduce the risk of a mistake in hiring a future employee.

But the question is: which tests can be used when applying for a job, and which ones should not even be considered? Let's figure it out.

❌Inappropriate Psychological Tests for Personnel

This includes all free tests from the Internet. As a rule, they do not comply with the Russian Personnel Testing Standard. No one checks the psychometric properties of these tools, they are not tested on Russian samples, and there is no confirmation that the methods measure exactly the psychological properties that they claim. For example, consider a few popular tests.

"House, tree, person" is one of the famous projective tests. A person draws a house, a tree and a person, then HR conducts an interview according to the plan. At first glance, it seems that the results are easy to interpret, but in fact, serious preparation and knowledge in psychology are needed here. In addition, the technique is more suitable for psychotherapy sessions than for selection for a vacancy. Drawing can show deep problems and personal experiences of a person. For an assignment during an interview, this is not entirely appropriate.


Example of drawing “House, tree, person”

Socionic test. Socionics is a concept of 16 personality types. In the professional community it is not recognized and is not considered a science. The reason is that types are so generalized that they never occur in a pure form in a person. As a rule, a person combines all types at once, which makes the assessment with the help of socionics meaningless. The validity of the socionic test can be checked for the sake of experiment, but applying the methodology in HR practice is only at your own peril and risk. For example, if a candidate has heard about socionics and knows that the scientific community does not take this concept seriously, then its use in the device may negatively affect the company's HR brand.


16 personality types in socionics

Hans Eysenck IQ test. Today, the concept of "intelligence quotient" is considered obsolete, and IQ tests are inaccurate. Professionally developed psychometric tools measure the intellectual potential of a person (namely, the potential, and not the unconditional current level of intelligence) or his individual abilities. It is impossible to measure intelligence and logical thinking as a whole and get the result in the form of one figure. For example, a person's verbal logic may be at a high level, and non-verbal logic at a low level. As a result, we will get an approximate, average result. Checking the reliability of an IQ test is quite simple. If you pass it twice, but at different times, it will show different results.


Sample items from the Eysenck IQ test

Raymond Cattell Personality Inventory. There are no complaints about the questionnaire itself, it gives reliable results and can "draw" a detailed portrait of a person's personality traits. There are modifications of this questionnaire in the catalog of HT Lab methods. The downside of the questionnaire is that it is quite difficult to interpret the test results without special training and it will take a long time if the scale profile is not supplemented with a text transcript. Therefore, it is better to use more relevant analogues, tested on the Russian sample and provided with a detailed interpretation of the scores.


Sample results of the Cattell questionnaire

Minnesota Multidimensional Personality Inventory (MMPI). The technique is almost 100 years old, in the 60s in the USSR it was adapted and called the Standardized Multivariate Personality Study (SMIL). With the help of this questionnaire, specialists examine the personality characteristics of a person and mental deviations from the norm. Since the technique is old and well-known to many, the applicant may have a completely reasonable question: why is the employer interested in my mental state right off the bat? If during the selection process it is necessary to make a forecast of the candidate's behavior in different work situations, then it is better to use a case test or conduct an interview on competencies.


MMPI/SMIL Basic Clinical Scales

Rorschach test is another projective technique used to study personality disorders. During testing, the subject examines the ink blots, then tells what he sees in them. It also raises the question of the appropriateness of using the technique in interviews. The Rorschach method does not reveal objective competencies and cannot be grounds for refusing employment. It can be used in the team building process or in personal development programs, for example. But after all, specialized computerized methods have already been developed for these purposes.


Rorschach Inkblots

✔️ Appropriate Tests for Staff

There are special psychological tests that are being developed to assess personnel. With their help, you can evaluate both candidates "at the entrance" and employees of the company, for example, during a career transition, selection for the personnel reserve, when forming management and project teams.

Professional tests are standardized, their psychometric properties are periodically checked by experts, and the process itself is fully automated. Some techniques can be applied online.

Methods are able to provide the employer with voluminous information about a potential employee: personality, motivation, intellectual abilities, leadership potential, level of logical thinking. At the same time, the test results are much easier to interpret - the scale profile is always accompanied by a text transcript and recommendations for further work.

In a recruiting situation where you have to choose between two or three candidates, such tools will bring clarity and help you make the right decision.


The content of competencies and their sub-factors, the methodology of the Leader's Five Competences

So, let's imagine that you are HR in a large company that is going through a transformation stage. The organization forms several teams to develop new products. Your task is to select a manager who will lead the product team in a new direction.

The responsibilities of the Product Manager will include:

  • Generation of ideas and their implementation in the form of a finished product;
  • Product line development;
  • Analysis of competitive offers.

At your disposal are the results of three candidates, from which you must choose the most suitable one or refuse all if they do not correspond to the vacancy. Let's consider in detail the results of testing each.

Candidate #1: Lidia Petrova, 35 years old.


Results for the first candidate

Interpretation of results. Lydia is highly innovative, which speaks to her demonstrated willingness to be a change leader in the company. Quite proactive - expresses self-confidence, she tends to be responsible for her decisions. These are positive qualities for the position in question. But other competencies in the profile are less pronounced. A low result was obtained on the "Self-organization" scale. The indicators on the subscales of this factor show that it is difficult for the respondent to plan.


It is difficult for such a person to organize himself and others. There is a high probability of failure to meet deadlines and agreements. Despite the fact that discipline is not the main requirement of the vacancy in question, such a low result cannot be ignored.

During professional testing, Lidia gave answers that characterize her as a very anxious, sensitive, emotional person. This suggests that it is difficult for her to withstand stress, uncertainty, possible failures and high loads. This carries with it the risk of working as a product manager. It should be noted that during the assessment the respondent was extremely sincere (the “Social Desirability” scale), which is regarded as excessive self-criticism.

Probably, in reality, Lydia is not so different from other people in terms of stress tolerance and self-organization. To make a final decision, it is recommended to collect additional information about his stress resistance and organization.

Conclusion: conditionally suitable candidate.

Candidate #2: Maxim Kuznetsov, 27 years old.

Interpretation of results. Maksim demonstrated significant results in all competencies that are significant for the position. He is ambitious, energetic, not afraid of failure:

The pronounced riskiness could be regarded as a risk factor, but in this case it is quite acceptable. Firstly, the respondent has mechanisms that compensate for this risk, he does not have an extremely pronounced “thick-skinned” stress resistance, there is a criticality in setting goals. Second, the position in question requires adequate riskiness. Maxim is self-confident, ready to take responsibility for his decisions, is a strong-willed, purposeful person, reliable as an employee of the organization:

The results of assessing the social desirability of answers show that the scores obtained on the scales are reliable. Maxim answered questions sincerely, not trying to hide flaws or embellish himself.

Conclusion: is a suitable candidate.

Candidate #3: Alexander Kuznetsov, 45 years old.

Interpretation of results. In the results of Alexander, first of all, it is worth paying attention to the extremely high score on the “Social Desirability” scale. It means that the respondent during the assessment tried to embellish himself, to show himself in the best light, denying his shortcomings. Consequently, the results on the main scales - already low - should be regarded as unbelievably high for Alexander. Realizing what position he is applying for, the respondent tried to show himself as proactive and ambitious, but still received only average results on the scales of the same name.

According to other indicators, the scores are low or critically low: comparing Alexander with other people, we can say that he is distinguished by strong disorganization, impulsiveness, and chaotic actions. It will be extremely difficult for such a person to plan, organize himself and others, and bring things to an end when the initial interest has already faded. There is a high probability of failure to meet deadlines and agreements.

Alexander is a rather anxious person who is more comfortable working in stable conditions: the Vitality (stress resistance) indicator is reduced. He is rather conservative, prefers proven, familiar types and methods of work. These qualities bring his image closer to the portrait of a performer rather than an innovative manager.

Conclusion: is not a suitable candidate.

Final decision. According to the results of testing, Maxim Kuznetsov was recommended as a suitable candidate for the position of product manager.

Things to remember

  1. Psychological testing during hiring helps HR to identify in applicants the personal qualities and competencies necessary for successful work in a position.
  2. It is better not to use free tests from the Internet at the interview. As a rule, such methods are unreliable, invalid and unrepresentative. This means that they can distort the portrait of the applicant and increase the risk of hiring errors.

    Learn more