Personality tests (sometimes referred to as personality questionnaires) are becoming more and more popular during the job selection process. Personality tests help to establish a deeper understanding in regards to your personal characteristics. It allows employers to gain an insight into the type of person they might be employing and whether or not that candidate would be suitable for the role.
Most personality tests assess differences within the normal range of personality. Even an anxiety scale (or any scale related to psychological adjustment) measures normal differences in anxiety. Only highly specialized tests such as the Minnesota Multiphasic Personality Inventory (MMPI) are designed to diagnose psychopathology.
Personality testing is based on two principles: self-report and self-presentation. Responses to some items can be seen as relatively direct, objective reports about yourself. Endorsing the item “I am well liked by those who know me” is a self-report about agreeableness. Obviously, an honest, self-perceptive person who endorses a lot of items like this will be seen by others as agreeable. Self-presentation involves endorsing items that indirectly lead others to form a certain kind of impression of you. For example, someone who endorses the item: “Everyone has some good qualities” is not providing a direct self-report of agreeableness, but nonetheless is more likely to be seen as agreeable than someone who does not endorse it.