There was an interesting application into Arras People the other day by a job seeker.
Alongside the CV as an attachment were the results to a personality test the person had taken.
Would you share the results when making a job application?
Here at Arras we had a chat about that over our usual Friday morning powwow (we have breakfast together and chat about all sorts of things, sometimes the plotline of the latest Netflix boxset but more usually what’s going on in the project management and recruitment world) and we got the conclusion that no, we wouldn’t use this in the recruitment process, and here’s why.
It’s difficult enough trying to jump over hurdles and through hoops in the recruitment process as it is without giving someone the opportunity to dismiss your application because of something they may dislike in your personality tests. We felt like this personality test is just something else that someone can use to make that first impression about you without even talking to you or putting some context around that personality test.
A Decent Personality Test?
The personality test is such a fine line between subjective and objective – how many tests have you done in your life that actually have completely different outcomes. So how do you choose which one to share? If the personality test is just some random test done online, does it even hold any credibility?
What Personality is Most Appealing?
You apply for a job with a personality test attached – for some organisations they might think, great, that type of personality is what we’re looking for. Being realistic though, they’re more likely to look at the perceived negative side to your personality test and remember that more. Of course the other problem is – you have no real idea whether your personality test is showing results that show you in a favourably light – or of interest to the organisation in which you’re applying for.
The CV Comes Second
You make an application with a CV and a personality test. The CV will not be looked at first because of the novelty of seeing someone’s personality test results. So you’ve got to ask yourself – why is someone attaching that test result, what is it they’re trying to say or convey that can’t be done in the CV or even a Linkedin profile? Bottom line is we can’t even remember anything about that person now – just the fact that a personality test was attached.
Either way, you’ve used a personality test to make you stand out in the recruitment process – unfortunately probably not in the way you intended.
There is a reason we don’t see more people attaching the results of their personality test to their CV and that’s because there are way more disadvantages than there are advantages.
What About Myers-Briggs?
But there is another side to this and that’s – should I share my Myers-Briggs indicator?
I’ve been asked this one before and personally, I don’t mind seeing this one somewhere on the CV. Why? Mainly because Myers-Briggs is an internationally known personality/psychological test, well respected and used in the corporate world anyway. It somehow seems more professional than some random personality test.
You can add this indicator onto a CV without any other test or reference other than the four letter indicator. Then that’s up to the reader of the CV to go and find out more about that if they want to – it doesn’t detract from the CV because there isn’t a page going into detail about what that indicator means. It’s there for the people who know it and are interested.
The solution to all of this of course is really you should wait for your personality to emerge in the interview process. That’s where an organisation will be asking questions that see if you fit their organisation both culturally and personality wise.