Personality tests are part of the recruitment process in many organisations. Whether they truly belong there is another question.
Since the 1990s, psychometric testing has been used in recruitment – with varying degrees of emphasis. As a basis for discussion, helping to move quickly into a more in-depth conversation, they can be useful. However, I consider them unsuitable as a decisive tool for selection. The level of expertise required to interpret results properly is often underestimated – a certification gained over a weekend course is unlikely to be sufficient.
For personal and professional assessments, I fundamentally reject the use of personality tests. Strategic career development requires self-awareness – and that does not emerge from the results of an opaque process. More suitable alternatives are concrete examples from professional experience and well-reflected external perspectives.
Even in recruitment, it would be preferable for interviewers to ask questions in a way that elicits the relevant information directly in the conversation – relying on strong interviewing skills rather than testing tools. Not least, I observe a growing scepticism towards personality tests among younger generations. Another reason to question their use critically.
Articles on personality tests (all articles)
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