Personality Tests in Workplace: Advantages and Disadvantages

Running head: Evidence based essay on self-reflection
Evidence based essay on self-reflection
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Evidence based essay on self-reflection 1
Personality assessment tests measures the personal characteristics of a person by
gathering information indenting towards the psychology of a person. These tests use the
concepts of various psychological theories and research done on one’s personality in order to
increase the success of the assessment. These tests are drawn towards understanding the
probability of a person towards the wise decision of the individual. There are a number of
these personality detecting tests which help to understand the psychology of a person and
how exactly the person would behave in long and short term at the work place or his
surroundings. This essay will focus on critically analysing the use of the personality tests in a
workplace for different purposes like right at the time of hiring, for any promotional purpose,
to understand any gap areas for improvement and similar such instances.
In the view point of Rife, Cate, Kosinski and Stillwell, (2016), the personality tests
questionnaires are designed for the purpose of revealing the personal traits of a person. The
personality traits detection are used to access the common traits of the candidate like his
persuasiveness, his consciousness and his detailed orientation. As argued by Zhou, (2016),
that it is important to understand these traits of a person at the time of hiring because the
work place culture is highly depended on the effectiveness of working in a group. An
organisation cannot operate basis one individual but it depends on the collaborative approach
of the entire team is needed for the success of any project. In such instances, it is important
that the members working together would share the personality traits likewise in order to
make sure that everything is synchronised and works properly. Similarly, Kinnunen and
Parviainen, (2016) came up with a number of benefits of conducting a personality test at the
time of hiring. Primarily, the outcome of the test definitely helps in identifying the best
candidate suitable for the position and secondly, the result of the personality tests can be
discussed at the time of interview and in this way one can easily estimate the ability of the
candidate in terms of his emotional, environmental as well as professional traits. For instance,

Evidence based essay on self-reflection 2
any job designation requires certain personal and professional skills and abilities apart from
the practical knowledge and experience of work. These professional skills are time
management skills, ability to work under work pressure, leadership skills and most
importantly inter-personal and group communication skills. The effectiveness of these skills
can be known easily if the candidate is asked to pass a personality test at the time of
recruitment.
A number of disadvantages of conducting these personal traits have also been
highlighted by Wilsher, (2015). Talking about the psychological factor, there remains the
possibility that a good candidate who is highly qualified and also having enough experience
would not have any characteristics of an extrovert but is intensely introvert. In such cases, the
ability to work as a team slackens. Thus, in such cases if the psychological traits are more
focused right at the time of recruitment, it might cause to lose a good candidate. Moreover, in
the view point of, that the psychological traits and personal characteristics of a person
changes with time. There remains a high possibility of the fact that the one that has been
examined on the basis of his psychological factors develops better characteristics with time
and by working with other colleagues at the work place (Carter, 2015). Thus, in case a person
is not found suitable by examining the outcome of the psychological tests, it would result in
loss of a suitable candidate that would have brought greater profitability to the company.
Again, as these personality tests are very descriptive and the chances are there that the
questions are not read carefully as needed for the successful outcome of the test. This way,
the authenticity of the test is also questioned.
The different personality tests checkers are The Caliper Profile that allows one to
answer in agree or disagree, the MBTI test which comes up with a set of many questions to
evaluate the psychology and common traits of a person. The SHL Occupational Personality
Questionnaire is another useful test that customs the weakness and strength of a person and