Advantages and Disadvantages of Employee Personality Tests

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The tests for personality testing of employees might seem old-fashioned however in this day and age in which the quantity of applicants for jobs exceeds the number of job openings more and more companies are turning to personality tests to determine the potential and current employees are suitable for their business.

Why should we look at personality tests? Recently, IQ (intelligence quotient) tests have been considered to be only a measure of the emotional traits of a person, something that we all know is crucial for success in the work place. In the year 1990, a new intelligence known as emotional intelligence (EQ) was suggested in a study by Peter Salovey and John Mayer. It covers a broad range of individuals and responses to various situations, however the four principal elements identified in the study include:

Individuals must be able to perceive emotions within themselves and in others and also be able to express their own feelings effectively.
The public must be aware of how their feelings influence their decisions, thinking and coping strategies.
It is essential for people to analyze and comprehend their feelings, which can often be complicated and contradictions.
It is essential for people to manage their emotions in order they can stifle the negative feelings and take utilization of their positive feelings.

People with high EQs tend to remain cool under pressure, be empathetic to their team members they are able to admit and learn from their mistakes as well as lead by example. learn to manage conflict effectively, accept criticism with grace and remain calm when under stress.

There are a variety of team session personality test that companies can select from, like myers-briggs type Indicator as well as the Hogan Assessment plus many more that all employ extremely different and comprehensive techniques to evaluate the character of a potential candidate.

Although personality tests could provide more information to the interview , and allow employers discover more about the candidate in addition to the traditional “What is your strength and weakness?” it’s important for entrepreneurs to be aware that they shouldn’t use testing for personalities as the sole method of selection. The tests are typically used to assess five aspects of personality for the candidate: extroversion emotional stability, conciliability, honesty, and willingness to learning, however the way you speak, your the tone of voice, prior experiences and goals should be considered during the application process as well as the interview.

In this regard I’ve presented the advantages and disadvantages of conducting a personality test prior to selecting potential employees.


If they are taken prior to the interview process, these tests aid in narrowing down the list of applicants as they provide a glimpse into the character of applicants. They also help the employer decide which applicants are worthy of an interview.
The test may also assist managers in deciding what questions to ask the applicant when they take the time to interview them.
In the midst of a small amount of time to interview, the candidate’s capabilities and skills can missed on a CV or in person however, the test of personality can provide a greater insight into how they can integrate into the working environment.
There is usually less turnover in a business if employees exhibit traits that are similar to those of other employees.
Personality tests typically detect the interpersonal traits that are required for certain positions.


Some personality tests may require a significant amount hours and time to do that could discourage a candidate from continuing with the process of applying.
A candidate’s education and experience might not match the test results which makes it harder for managers to decide which way to go.
Most of the time test takers answer tests of personality based on how they please the interviewer or on what they consider acceptable to society that discredits the test.
There may be the absence of diversity within the workforce if all employees share the same characteristics.
Personality tests can be costly in all aspects, from the cost of the tests, to hiring someone to take the tests. This should be considered against the possibility that the best candidate will be selected for the job.
Although an applicant may pass the test correctly but this doesn’t indicate that they’re suitable for the job . They will perform at the same level of efficiency when they get an opportunity within the organization. This is a reminder of the importance of not rely solely on tests to determine the personality of employees.

The decision of a company to go through the hiring process by testing for personality whether or not benefits and disadvantages should be evaluated in light of what is best for the company. Certain industries and certain positions may benefit from the use of this kind of test, however , as discussed in the pros this test could also discourage applicants from applying to the job. In the past the most crucial thing is to ensure that the test is not a stand-alone method of hiring, as this can be harmful to the business over the long haul.