These are ability testing, aptitude testing and personality testing. Aptitude testing is also job related, but focuses on specific job areas and how the test taker would perform in a defined role.
Personality testing covers how a person acts in the workplace in relation to different personality types and and suggest to management how to get the best results from someone with a certain personality type. There is no pass or fail in these tests. Parkinson says the results should always be validated at an interview. If someone comes across as sociable, they should be asked to give an example. Parkinson says they are only any good if the recruiter knows what they are trying to measure and why.
The recruiter needs to decide what kind of traits they think make a good leader and look for those. He points out that while for some roles, scoring highly for sociability would be in your favour, if you were applying for a job auditing sensitive accounts or running a remote lighthouse, it might count against you.
However, while the other elements of the recruitment process should be taken into account, it could be that the employer is looking for particular results in the test, and rejects candidates who don't fit the bill.
You won't have failed the test as such, but you won't get the job. Some questonnaires now try and establish the "dark side" of your personality and how traits might be displayed if things go wrong and you find yourself under pressure. What Happens if I Fail? Numerical Reasoning. What Happens If I Cheat? Can I Use A Calculator? Best Place to Practice? What is a Percentile Score?
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