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The positions of middle and top management require specific characteristics in the personality, since vital functions must be fulfilled in order to achieve the organizational objectives.
As part of an interview, the applicant may undergo various tests, including a personality test. This test assesses the extent to which the candidate's personality is suited to the requirements of the job. This is done by asking a series of questions that will highlight certain traits of the individual's character.
The purpose of a personality test is to help recruiters determine if the candidate's character is ideal for the position being applied for, especially if he or she is a senior or middle manager within an organization.
What are the most effective tests used by headhunters?
This test classifies applicants into 16 personalities based on four main traits:
Introvert vs. extrovert
Sensitive vs. Intuitive
Thought vs. Feeling
Judgment vs. perception
The MBTI Test system explains what the traits, strengths and weaknesses of the test taker's personality type mean, as well as the environment in which he or she functions best.
The test lasts 10 to 30 minutes and is ideal for any company, especially for lining equipment.
This test categorizes candidates into 4 personalities that allow you to know their dominant personality trait. In this way, you can determine what their interactions in the workplace might be like.
Dominant
Interactive
Supportive (supportive)
Conscientious.
It lasts between 15-20 minutes and is often used for team building, especially in sales, it allows to know who is more extroverted or introverted and how to adapt the members in different workflows.
This test evaluates the thinking and behavioral patterns of each applicant and groups them into 34 themes, helping to identify how to achieve outstanding goals or skills. The test lasts between 35-45 minutes and manages to maximize the positive traits of each employee. It ends by classifying applicants into 4 domains:
Execution domain
Domain of influence
Relationship formation domain
Proficiency in strategic thinking
Also known as the Big Factor Model, it measures 5 personality traits.
Openness: level of creativity
Scrupulousness: level of self-discipline
Kindness: social harmony
Extroversion: social interactions
Neuroticism: ability to regulate emotions.
The test lasts from 5 to 10 minutes and is often used for hiring purposes, as it allows to decide if the person's personality fits with the job position.
It is important to mention that you must be completely honest when answering the different personality tests that you may face in a recruitment process, since they are evaluated by experts who could detect if there is a lie in the answers provided.
In addition, by telling a lie in a headhunting process, we can put ourselves under situations of professional frustration in case we are selected, since we will not meet the job requirements and the position will not meet our professional and/or personal expectations.
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