1. Personality Test By: Darren Aycock Eric Helms Stephen Schloss
Amanda Siler
Melissa Walker

2. What is a Personality Test?
A test, usually involving a standardized series of questions or tasks, used to describe or evaluate a subject's personality characteristics.
Uses:
Applicant Screening
Promotion
Reducing turnover
Career Assessment

3. Myers Briggs Test
Letters are assigned to each personality by answering a number of questions.
People are classified using four main criteria
Extraversion - Introversion
Sensing - Intuition
Thinking - Feeling
Judging - Perceiving

4. Myers Briggs Example
Myers Briggs Test

5. Keirsey Temperament Test
People are sorted into Temperaments:
Artisans
The Entertainers: Composers & Performers
The Operators: Crafters & Promoters
Guardians
Administrators: Inspectors & Supervisors
Conservators: Protectors & Providers
Idealists
The Advocates: Healers & Champions
The Mentors: Counselors & Teachers
Rationals
The Engineers: Architects & Inventors
The Coordinators: Masterminds & FieldMarshals

6. Picture Personality Test
Class Exercise
What does the Picture say about you?
1. Carefree, Playful, & Cheerful
2. Independent, Unconventional, & Unfettered
3. Introspective, Sensitive, & Reflective
4. Down to Earth, Well-Balanced, & Harmonious
5. Professional, Pragmatic, & Self-Assured
6. Peaceful, Discreet, & Non-Aggressive
7. Analytical, Trustworthy, & Self-Assured
8. Romantic, Dreamy, & Emotional
9. Dynamic, Active, & Extroverted
For a more detailed description go to

7. Thematic Apperception Test
Shown ambiguous pictures
Applicant/Employee asked to construct a story about events leading up to the picture
Detailed discussion of what characters are thinking and doing
Thought that person will project themselves into the story

8. Thematic Apperception Test Example

9. Pros & Cons of Personality Testing
Does better than management at predicting job performance
Adaptive unconscious
Evaluates, filters, looks for patterns in data
Reduce risk of incorrect judgment of potential employee’s characters
Cons-
Analyzed by psychologist
Considered Medical exam
Pass/Fail system
Inconsistent / Unreliable
Could be discrimitory

10. Tips for Management
Make sure test has been statistically validated for your use
Carefully follow directions in administrating it
Never use personality tests as the only measure of an employee’s job performance
Always provide feedback to applicant/ employee on how they did
Allow time for questions

11. Five Factor Model of Personality
Conscientiousness
Organized, systematic, thorough, practical, neat, efficient, careful, hardworking, achievement-striving, persistent
Emotional Stability / Adjustment
Not being anxious, moody, temperamental, emotional, nervous, depressed, touchy, fearful
Agreeableness / Likability
Kind, cooperative, sympathetic, warm, trustful, considerate, pleasant, helpful
Extraversion
Talkative, assertive, verbal, energetic, bold, active, daring
Openness to Experience / Intellectance
Unconventional, open to new ideas, questioning, curious, creative, imaginative

12. Questions For Individual Factors
Conscientiousness:
Do you set goals when beginning a new job or task?
Answering “yes” to this question shows high Adjustment Conscientiousness
Dependability: Do you have a problem with authority?
Answering “yes” to this question shows low Dependability Conscientiousness
Emotional Stability / Adjustment:
Does stress on the job effect you in a negative way or are you able to accept it calmly?
Accepting work stress in a calm way shows high Emotional Stability
Agreeableness / Likeability
When you meet someone are you kind and warm or do you keep to yourself and allow them to open up?
Someone who is open and friendly during an introduction shows high Agreeableness and Likeability

13. Questions For Individual Factors
Extraversion
While working, do you prefer to interact with customers or work behind the scenes?
Showing appropriate forcefulness, persuasiveness and energy in a managerial position is an example of high Extraversion
Openness to Experience / Intellectance
When solving a problem, do you look for new, more efficient solutions or use the same solution you’ve used in the past?
Answering “yes” to this question means that you most likely rank high in Openness to Experience and Intellectance.

14. Sources Business Source Premier Dictionary.com
Pros and Cons Employers should Consider
Personality Profiles
Dictionary.com
Thematic Apperception Test
TAT Example
CNN.com –
Personality test help gauge job fit