Which MBTI types have the worst memory?

Personality tests during job interviews make little sense!

Personality tests are ideal for finding out more about yourself and others. But can you use it to judge a person's professional qualifications?
Of course, our personality also plays a major role in our job: It influences our interests, how we treat other people and our attitude towards various activities. As early as 2,400 years ago, the Greek philosopher Plato thought about whether employees could be selected based on information about personality, among other things.* There is a great temptation to use a personality test to find the perfect job or the perfect employee. But it's not that easy. While a Big Five personality test can tell you a little bit about a person's aptitude, there are other things that can do a lot better. Studies have shown that work samples are generally the most effective, followed by intelligence tests, tests on job-related knowledge, structured interviews and test work.* If at all, then a personality test should only play a very subordinate role in the choice of profession or applicant.

If a personality test is used to select applicants, the exciting question arises for both sides: Can you cheat on the personality test? The answer to that is: Yes, you can. After all, in the test you only answer questions about yourself. Accordingly, nobody can know the answers better than you do yourself. It is therefore possible to deliberately influence the results in a certain direction without any problems.* However, many tests have countermeasures: On the one hand, there are lying scales that are supposed to find out how exactly we take the truth and whether we generally tend to foolish. On the other hand, many tests compare our answers with one another. If the question “I also like to do something with colleagues outside of working hours” is answered with full agreement, but two pages further the counter-question “I do not like doing something with colleagues outside of working hours” is either ticked at random, or tries to present yourself differently in the test than you really are. Such lie detectors can of course also be tricked by paying close attention and knowing the test setup. But let's be honest: If the company you are applying to is looking for a down-to-earth, strongly extroverted employee, but you are the exact opposite of that, then it is almost certainly not the right position. Cheating would be counterproductive - for applicants and employers. Apart from that, you often don't even know what exactly the employer expects or how the results will be assessed internally. Anyone who still wants a job that actually does not correspond to their nature should make it clear in the interview why he or she is the right person for the job - despite or perhaps because of an atypical profile. Presenting yourself a bit more positively than you are in one or the other direction is something that most people do and is not a problem. However, you shouldn't completely disguise yourself - neither in a personality test nor in reality.

For employers, it should be said: A personality test can be helpful to a limited extent in addition to other criteria when selecting personnel, but it does not have to be. It is suitable if you are looking for a very specific profile, e.g. B. a very introverted or very extroverted person. Or when a person is mainly supposed to come up with creative, new ideas or have tough negotiations. However, it can be assumed that if a job profile z. For example, very clearly very extroverted behavior requires that mainly extroverted applicants will contact you anyway - and that these very extroverted applicants can be recognized even with normal knowledge of human nature in the job interview or on the basis of their résumé and previous occupations. You don't need a sophisticated personality test for this.

In connection with professional success, the personality trait of the planned life is often mentioned (conscientiousness in the Big Five). Please note the following: Studies have shown time and again that this factor makes a constant contribution to professional success.* However, this relationship is not very strong. That is, it is there, but it makes only a small difference. Favoring one applicant because they do better than another in this area is much like favoring an applicant because they have five years of work experience instead of four and a half. That makes a difference, but only a small one. The personality traits that have been determined with the help of a test should therefore not play a decisive role in the selection of applicants. Unless a specific profile is sought for valid reasons. But even then, the real qualification should be assessed more than the results of a test - otherwise the most suitable person may soon not be sitting in the office, but the person who can best pretend to be suitable. In any case, it should be clear that a personality test is not a magical selection tool to find the right candidate, but in the worst case it gives completely wrong (!) Indications, and in the best case gives some moderate indications of the suitability - in addition to much more meaningful criteria .
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*Swell
- Plato: Politea
- Frank L. Schmidt, John E. Hunter: The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin 1998
- Delroy L. Paulhus, M. Nadine Bruce, Paul D. Trapnell: Effects of Self-Presentation Strategies on Personality Profiles and their Structure. Personality and Social Psychology Bulletin 1995
- Murray R. Barrick, Michael K. Mount, Timothy A. Judge: Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next? International Journal of Selection and Assessment 2001
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