Personality Tests

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Should You Care About Your Personality Test Results?

Do you put any stock in those personality tests and the direction of your career?  Is it something you scoff at when your employer or a recruiter requires you to take the Myers-Briggs Test? Is there any real value in these kinds of tests in respect to a career in Calgary?

Well it might surprise you to find out that the answer to that question is yes. Yes there is real value in these kinds of tests in respect to your career. They have real value in their ability to tell you what your strengths and weaknesses might be and how to counter your weaknesses and build on your strengths every day on the job.

What can these tests really tell you? What do they tell your boss? They won’t tell you if you are going to be the CEO one day but they will tell you how you operate within a team. Here’s what one user said to a hiring manager after taking the Myers-Briggs,”There were no real big surprises in the results. But it did remind me of what I am very good at and it gave me the confidence to use my strengths more for the benefit of my team.”

A personality test at midpoint in your career is not likely to tell you anything earthshakingly new. When you are 18-25 it certainly can. But if you are 45-60 you probably already know. You just need to be reminded and need to be sure you have the resources to meet your goals.

Any of the various personality tests available help you to understand in addition to your strengths and weaknesses your temperament, your style of leadership, and whether or not you are a good fit for a specific job. Is the job you currently hold the best fit for you? Something like the Hogan Personality Inventory which is geared to the workplace might tell you things you don’t want to know, such as the job you are in is not a good fit for your personality.

The Hogan Personality Inventory is one of the newer tests to enter this field. It can tell the worker, their manager, a job candidate or a hiring manager what “qualities that describe how we relate to others when we are at our best.” With this information, hiring managers can make better hires, develop stronger staff and mentor the right leaders.

Knowing what someone’s “normal” personality is and how they react will allow the manager to have a leg up in hiring. They can infer what kind of leader you would be, how you work with others and even how much success you might have in this specific job.

Remember these tests only reveal you, not make you, and they certainly are not statements of destiny. Instead, they simple expose broad themes in your personality that can then be developed and stretched in ways both you and your boss determine.