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Personality tests are designed to answer the following questions: Is the candidate comfortable in this position? Are there any behavioral characteristics that could be linked to success in this job? Personality tests are not like aptitude tests. There is no right or wrong answer. These tests instead measure how many people have relatively stable behavioral traits. Employers can use these traits to predict job fit. It helps determine if the candidate's behavior tendencies will be a good match for the job and the company culture.

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Research has shown that aptitude tests for cognitive abilities are better at predicting job performance and are more accurate than other hiring criteria. They are twice as predictive of job interviews, three times more predictive of experience, four times as predictive of education level, and four times as predictive about job performance.

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Aptitude tests assess critical thinking and problem solving. They also measure the ability to absorb, process, and apply new information. Cognitive aptitude tests are designed to evaluate an applicant's intelligence and brainpower. One study found that 70% of employers sought candidates who could problem solve, while 63% searched for applicants with analytical skills. Aptitude tests are a great way to help you assess these abilities. Aptitude tests are useful in all occupations, but they're especially helpful for higher-level positions. Aptitude tests are a test of the most important skills for job performance in a variety of fields. It's not surprising that aptitude is the most reliable predictor of job performance.

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There are many types of pre-employment testing. This eBook will cover five major types of pre-employment tests: Emotional intelligence, aptitude, risk, and skills.

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Although personality tests can measure many traits, the most popular framework for personality testing is the "Big Five" (or "Five Factor Model") which measures the five main characteristics of personality. These five dimensions of personality are consistent in empirical research. They include Agreeableness and Conscientiousness as well as Extroversion, Openness to Experience, Stress Tolerance, and Extroversion. The idea of personality traits is becoming more common. It replaces the old paradigm of personality types that was developed with Carl Jung. This view of personality categorized people into two distinct types: introverts or extroverts, thinkers or feelers, Type A and Type B. Because of increasing evidence that the traits model does not adequately describe human personality, personality research is increasingly accepting of it.

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Although personality tests are increasingly popular with HR professionals, there are still some misconceptions about their use.

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Figure 1: Aptitude tests can predict job performance twice as well as job interviews. They are three times more predictive than job experience and four times more predictive than education.