Most companies seek employees who are ambitious, reliable, and trustworthy. Assessments can help demonstrate these things.
shows that personality, circadian rhythms, and stimulants interact to affect performance. People who are agreeable and conscientious, for example, are likely to be better test takers in the morning and so should avoid caffeine at that time, when they’re naturally firing on all cylinders. The reverse is true for extroverted, creative people: They may need coffee to perform well in the morning but can be hindered by it in the afternoon, when they’re already at their best.
For instance, in most cases you would do well to portray yourself as driven, but not to the point of undermining others or behaving unethically. Savvy employers tend to look for moderately high scores on ambition, or a combination of high ambition and altruism. This approach is consistent with studies showing that “too much of aMost employers map their assessments to their “competency models.
Because companies find assessments so valuable in their hiring efforts, it’s important to be prepared for any type that might be thrown at you. Most prehire tests are traditional self-report questionnaires, but technology is ushering in a new crop of tools. For instance, some employers are offering “gamified” tests online in order to expand the applicant pool. They’re also using algorithms to translate social media activity into an estimate of potential or fit.
As you gear up to take a prehire assessment, remember that you’re not just jumping through hoops for the employer’s benefit. Tests can provide clues about an organization—how things work there, how success is defined, which traits matter most. You’re getting a peek at expectations, which is invaluable in any job search.
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