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In fact, research demonstrates that cognitive aptitude tests are far better at predicting job performance than other common hiring criteria – aptitude tests are twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.

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Personality tests seek to answer the questions: Will the candidate be comfortable in this role? Does the candidate have the behavioral traits that are linked to success in this position? Unlike with aptitude tests, there are no right or wrong answers on personality tests. Instead, these tests measure the extent to which people possess relatively permanent behavioral traits. Measuring these traits can help employers predict job fit by determining if a candidate's behavioral tendencies are a good match for both the position and the company culture.

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Personality tests can measure many different traits, but the most prominent personality test framework uses what is called the "Big Five" or "Five Factor Model." These are the five dimensions of personality that consistently emerge in empirical research: Agreeableness, Conscientiousness, Extroversion, Openness (to Experience), and Stress Tolerance. The concept of personality "traits" is now fairly widely accepted, and is superseding an older paradigm of personality "types" that originated with Carl Jung and relied on a view of personality that categorized people into one of two distinct types, such as introvert or extrovert, thinker or feeler, Type A or Type B. The traits model is gaining credence in personality research because of growing evidence suggesting that a strict dichotomy between two distinct types does not sufficiently describe the nuances of human personality.

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Figure 2: The traits model is gaining credence in personality research because of growing evidence suggesting that a strict dichotomy between two distinct types does not sufficiently describe the nuances of human personality.

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Personality tests can measure many different traits, but the most prominent personality test framework uses what is called the "Big Five" or "Five Factor Model." These are the five dimensions of personality that consistently emerge in empirical research: Agreeableness, Conscientiousness, Extroversion, Openness (to Experience), and Stress Tolerance. The concept of personality "traits" is now fairly widely accepted, and is superseding an older paradigm of personality "types" that originated with Carl Jung and relied on a view of personality that categorized people into one of two distinct types, such as introvert or extrovert, thinker or feeler, Type A or Type B. The traits model is gaining credence in personality research because of growing evidence suggesting that a strict dichotomy between two distinct types does not sufficiently describe the nuances of human personality.

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Figure 1: When it comes to predicting job performance, aptitude tests are twice as predictive as job interviews, three times as predictive as job experience, and four times as predictive as education level.

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Personality tests are becoming increasingly popular among HR professionals, yet there are still quite a few misconceptions about what personality tests are and how they should be used.