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Would You Take a Personality Test for a Job? Pros and Cons to Consider

A recent article in the Times made me ponder on the pros and cons to test candidates

As companies continue to search for ways to improve their hiring processes, some are turning to personality tests as a way to better understand candidates and determine their fit for a role. Whilst these tests can provide valuable insights, they are not without their drawbacks. In this blog post, we'll take a closer look at the pros and cons of using personality tests in the hiring process.


Better understanding of candidates: Personality tests can provide a deeper understanding of a candidate's strengths, weaknesses, and work style. This information can be used to determine if they are a good fit for the job and the company culture.

More objective hiring process: Traditional hiring methods like resumes and interviews can be subjective, as they rely on the interviewer's interpretation of the candidate's responses. Personality tests provide a more objective measure of a candidate's personality traits.

Saves time and money: Personality tests can be administered online and quickly provide insights into a candidate's personality. This can save time and money in the hiring process by identifying unsuitable candidates early on.


Limited accuracy: Personality tests are not infallible and can be affected by a number of factors, such as mood, anxiety, and the desire to give socially desirable responses. This can limit their accuracy and reliability.

Potential for bias: Personality tests may contain biases that can result in discrimination against certain groups of people. For example, some personality tests may be biased against women, people of colour, or those with disabilities.

Incomplete picture: Personality tests provide only a snapshot of a candidate's personality and work style. They do not take into account other factors that can affect job performance, such as education, experience, or motivation.

In conclusion, while personality tests can provide valuable insights into a candidate's personality and work style, they should be used in conjunction with other hiring methods and with caution. Companies should ensure that the tests they use are valid, reliable, and not biased against any particular group of people. Additionally, candidates should be informed about the purpose and use of the test, and their consent should be obtained before administering the test.

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