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review 2016-07-21 17:41
Personality Aptitude Test – How It Is Helpful for Making Career Choices and Decisions?

Personality Aptitude Test is a special type of test which helps in determining the personality of an individual. These are differentiated into two tests. The first one is a projective test which involves determining the kind of response made by an individual to a stimuli and usually identifying his responses through the use of visual or auditory sensations. The unconscious desires of the person are revealed in this way. The second type of exam is an objective test that uses self-report questionnaires to make psychological assessments, and these are more reliable. Find out how these types of tests are excellent for career choices and decisions.


Choosing the right career


Taking a personality aptitude test helps a person to know about his strengths and preferences, which he might not have thought about much himself. Honest answers and responses can help individuals to determine their strengths and weaknesses, and finding a career which is a perfect match for them. They are able to narrow down their career choices and choose the right profession that they would like to explore in the years to come.


Getting job satisfaction


It is often that people are unsatisfied with their present job but find themselves to be confused regarding which field they should enter. A personality & aptitude test assesses the values, preferences and interests of candidates and finds out what interests and motivates them. It also offers information and suggestions regarding specific careers that they can take up.


Finding out suitable candidates


These tests are also used in career consultation agencies and organizations to determine the suitability of candidates to various domains of employment. For instance, if a candidate feels like taking up a computer job while his interests are found to lie in retail, he can be advised to enter the retail industry. The thumb rule for each candidate is to read each question carefully and offer honest answers to every one of them. Once the career test comes to a finish, employers and consultants can easily find out whether or not a candidate is the right fit for a vacancy.


Comprehensive analysis and evaluation


With Personality Aptitude Test, the abilities and skills of an applicant are fully evaluated. This includes the ability of the candidate in key areas like technical ability, spatial ability, perceptual ability, analytical ability, acuity, verbal reasoning and numerical reasoning. It is one of the main ways to completely evaluate the skills that the applicant needs in order to make progresses in that domain.


Sharpening skills and abilities


A Personality Aptitude Test is overall very assistive in knowing whether or not the interests, preferences, strengths and goals of an individual are in accordance to the needs and demands of a specific sector or organization. People who feel their interests lie elsewhere can move to a sector that is more suitable for them, while those determined to make a mark in their chosen domain but lacking in abilities can go on to sharpen their skills and make a fresh start. This helps save time and money for candidates as well as organizations looking for suitable applicants.

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review 2016-07-15 19:11
3 Common Types of Psychometric Personality Tests

Personality Tests are important for assessing the behavioral traits which are required in specific careers. This type of assessment falls under the scope of Psychometric assessment and is important for finding out whether a candidate has the aptitude and skills for a particular job. It considers personality traits such as socialization, motivation, sensitivity threshold and the power of a person to cope with challenging scenarios. It is quite challenging to interpret personality traits accurately. While hiring deserving workers, sound judgment can be obviously very assistive for workers. Read and know about 3 of the most common Psychometric Personality Tests that are used widely.


Myers-Briggs Type Indicator (MBTI)


This kind of assessment aims to evaluate the preferences of candidates and find out their approach to the world and their decision making process. It was during the 1940’s that the MBTI was developed first by the mother-daughter duo of Katharine Cook Briggs and Isabel Briggs Myers. They devised this test as a way to understand personality preferences that would assist women entering for the first time in the labor force to identify which of the war-era jobs would be most suitable for them. The test, originally used as a questionnaire, slowly turned into the MBTI by the early years of the ‘60s.


This type of test includes a series of compulsory choice questions where any of two probable answers have to be chosen by every individual for every question. The choices include a combination of short sentences and word pairs for reflecting contrary preferences. If candidates feel they cannot choose the right answers, they have the option to skip questions. At present, the European English version consists of 88 questions whereas the North American English version comprises of 93 compulsory choice questions.




This kind of test is internet-based and can be taken online. It is available in over 30 different languages around the globe. Most people take less than half an hour to finish the questionnaire. They can get a wide range or reports which offer graphical, concise and clear performance against job competences. The majority of reports are created to be utilized by line managers.




This type of test evaluates behavioral aspects which are important for performing to the maximum potential. These aspects cannot be identified easily by interviews, going through CVs and other standard methods. With this specific form of Psychometric Test, a simple and clear framework is used for determining what kind of impact personality traits will have on professional performance.


These tests are being seen as more advantageous, given that no printed material is involved in the process and the expense of administrating the test is much lower. Results can immediately be obtained without any input from humans. Many candidates are happier with this test, as they can participate in them in their own free time and from anywhere. The acceptability of these tests has led to the rise in the number of choices and recruiting organizations are now using more varied tests for assessing candidates. 

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