A job interview is one of the most daunting experiences you’ll ever be faced with, but like most things in life, showing up prepared makes a huge difference.
As anyone who has endured a job interview knows well, being ‘prepared’ often includes having your CV totally up-to-date, knowing the ethos of the company you’re interviewing for and being armed with some killer questions. Basically be ready to make Alan Sugar proud.
But as the job market become increasingly competitive, it seems it might all be in vain. Some companies are now asking jobseekers to complete a “personality test” as part of a job application to assess whether a person’s personality suits the specific job they’re applying for.
Questions can range from the innocuous to the downright bizarre (have you ever thought about which Superhero you’d be and why? Now might be the time to have a ponder).
Unlike technical tests, which evaluate the ability to carry out a specific, relevant skill, personality tests can apparently help the employer fairly assess how well a potential employee will ‘fit in’ with the company culture. And it seems the use of personality tests in the hiring process is a burgeoning trend, with the global personality test industry now worth over £6 billion, and expected to rise to over £15 billion by 2028.
The most famous personality test is called the Meyers-Briggs Type Indicator, which has laid the groundwork for countless personality tests used by major companies every day to vet potential employees. Whilst Meyers-Briggs offers 16 different personality types (which you can read about on their website), there are four types (A,B,C and D) which are simpler to understand, so which one of the four are you?
Type A: “Director”
Key traits: Go-getting, driven, aggressive, controlling, urgent, goal-seeking
Type A personalities are often workaholics and they’ll do anything to further their career (including stepping on other people to get ahead).
Type B: “Socialiser”
Key traits: Flexible, patient, reflective, people-focused, relaxed
Type B takes real pride in their work and whilst they will work hard, they don’t become as addicted to – and stressed by – their job.
Type C: “Thinker”
Key traits: Detailed, accurate, analytical, detached, independent, worried
People with Type C personality tend to be more passive and will usually put others before themselves to avoid confrontation.
Type D: “Supporter”
Key traits: Caring, calm, sincere, approachable, non-confrontational
Type Ds are so afraid of confrontation that they often inhibit all of their workplace emotions and actively avoid social interaction as a result.
Speaking about the dangers of employers focusing solely on personality tests, Jordan Vyas-Lee, psychotherapist & co-founder of mental healthcare clinic, Kove, said: “These theories (and others) provide only a framework for understanding people, there is a danger that we lose some of the appreciation for the full complexity of people, and the richness of the myriad genetic, social, learned and psychological factors that make each of us fully distinguishable, unique people. A deeper look at any one person will show overlap in the types, and therefore these types can never fully explain any individual in full valid detail.
“In broad terms it can be helpful to break traits down for certain purposes. Giving more conscious appreciation of what somebody might excel in can guide decisions and life trajectories, employment and education choices, friendships, and so on. Having some objective appreciation of areas that we’re not as competent in can also be highly helpful towards self-acceptance and self-compassion.
“The types should not be viewed fatalistically. Type A people are not the only individuals who can run companies. Supporters can easily learn to be assertive and self-centred when needed. “Thinkers” can choose to unwind tendency towards detail if motivated to do so. And so on..”
Basically, you do you and the right job will find you.
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