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When Results Hamper A "Growth" Mind-Set The biggest problem with personality tests, Doshi says, is when companies weaponize them. That is–when the "results" of their test is used for justification on their progress (or lack of) at the company, whether it's getting a promotion, being tasked with important assignments, or getting the green-light to lead an ambitious project. This kind of thinking discourages a "growth" mind-set among employees and implicitly encourages blame, leading to a toxic workplace environment. It can discourage employees from trying to improve and grow, and send a message that their "ability" to do something is static–rather than something they can hone over time. As psychology professor Art Markman wrote in a previous Fast Company article –personality is a factor that can motivate people to act, but is not the only factor. Markman wrote, "A person who expresses a strong desire to take on a particular role is likely to learn new skills and habits that will allow them to succeed in that role, even if their personality characteristics would suggest they are not well-suited to that job.
When advertising and seeking to fill a position, all employers want the best person for the job by finding the right applicant. It's about hiring the person who will best fit the job; from a skills, intelligence, personality and cultural perspective. Psychometric testing results provide employers with a behavioural profile of you - your level of intelligence or aptitude (measured by aptitude tests), and your personality characteristics (measured by the personality test). The profile will indicate whether you can solve problems, are a team player or whether you prefer to work individually, and other relevant attributes. So prior to taking the test, pick up the phone and call the recruiter for a chat to find out what attributes the right applicant has. Often you will also find clues in the position description or job advertisement. 2. Learn about psychometric testing techniques Psychometric Tests are not like any other test you've ever taken. All too often job seekers assume that if they are good at maths or can speed read in English or have just finished uni, they will blitz the Psychometric Test.
It will help you to grasp Verbal Aptitude Test questions quicker, answer them faster and therefore improve your score. 10. Be sure not to trigger a lie or fake good scale in the Personality Test Most Personality Tests are designed to indicate whether you were consistent in your answers and to what extent you tried to portray yourself in an overly positive manner. It's fine to make yourself look good. We all do it when we want to get a job. However, ensure that you don't overdo it as it will cause inconsistency in your answers. Just be yourself and know what set of your strengths you want to highlight. Succeeding in the Psychometric Tests As daunting as Psychometric Tests sometimes appear, the key to success and achieving a top score is practice and preparation. Research the company you are sitting the Psychometric Tests for. Identify their culture, values and the calibre of employee they're searching for. This will help you in the Personality Tests. And then practice, practice, practice!
Ensure you are practicing the right type of test questions for your test. 7. Plan your time and set milestones All Aptitude Tests in the Psychometric Test are timed. On the other hand they are also designed in a way that only 1 – 2% of people who take such a test can actually finish it. Here's the good news, you don't have to complete all the test questions to get a perfect score, and easy questions score the same as hard ones. The best strategy is to set milestones and if you don't know the answer to a question, go on to complete others. If you have time left, you can revisit the harder questions. 8. Use any tools that are allowed Most Numerical Aptitude Tests will allow the use of a calculator and will advise this upfront. If you haven't used a calculator for a while, familiarise yourself with the different types of operations well ahead of the test. Brush up on reading tables and graphs as well. 9. Read and increase your English vocabulary Start reading a broader section of the newspaper or any industry specific information regarding the job you are applying for to increase your vocabulary.
Using Personality Test As A Motivational Tool Doshi believes that personality tests are best used as a "motivational" tool rather than a hiring tool. That is, once a candidate is hired, the personality test should be a way to have "safe conversations about your natural preferences at work. " Rather than trying to determine whether one is an introvert or an extrovert, the "test" should ask questions like, What part of your job do you find painful? Businesses often jump to personality tests because it seems like a silver bullet, Doshi tells Fast Company. It seems easy and alluring to boil someone down to four factors–but when a company hasn't taken the time to think about what they actually need to create a high-performance culture, they can end up running into more problems than benefits.