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Managers typically rely on interviews or day-to-day performance to select employees, which essentially turns hiring into a game of chance. However, when it comes to high-level or critical positions, the risk of significant losses from choosing an unsuitable candidate is considerably high.
Job Suitability is closely tied to Personality
I believe that every position has its own personality, shaped by the job responsibilities, required expertise, departmental atmosphere, and company culture. The extent to which an employee’s performance stands out largely depends on how well their personality aligns with the job’s personality. It is akin to a marriage; a harmonious match of personalities results in a perfect union, whereas a mismatch can lead to inevitable conflicts. Therefore, when HR and recruitment managers are outlining job requirements, they should clearly describe these criteria and conditions to identify the right talent. Personality tests can be utilized to evaluate the fit between the candidates’ personalities and the department’s atmosphere and company culture.
To this end, when recruiting and arranging roles, I always conduct a personality test before the interview to gain a preliminary understanding of the candidates. I design specific questions based on the traits required for the role, as indicated by the test results, to assess their behavior in handling situations. With over 30 years of experience in interpretation, I find that this test provides approximately 70-80% accuracy in reflecting the individual’s personality, which somewhat reduces the risk of hiring failures. Many HR departments in various companies use this test, but the methods of interpretation and the degree of accurate understanding vary, and not all hiring managers fully trust it. Since mastering the interpretation requires years of accumulated experience and there is no systematic promotion, I am sharing my experiences here, hoping to help others improve their interpretation skills.
Ensuring Test Accuracy with Lie Detection Questions
The general term for this test is the “Vocational Aptitude Test,” officially named the “Personality and Preference Inventory(PAPI)” designed by M.M Kostick in the U.S. in 1980. It primarily analyzes the test-taker’s personality. Since this tool can be obtained for free and requires only a short testing time, many recruiters use it. Despite many new testing tools being developed, this tool differs by including lie detection questions. Current tools have short questions, which are quick to fill out, but test-takers can easily manipulate their responses to suit the test’s purpose.
This test consists of 90 questions. Some find this too time-consuming, but with proper time management, it can be completed in about 12 minutes. With efficient input and analysis tools (often using Excel), an analysis report can be completed in about 15 minutes, making it harder for test-takers to fake their answers. However, the terminology used in this analysis appears simple, leading many interpreters to misinterpret the results based on their understanding of the terms, causing many misjudgments and labeling of the test-takers. This significantly damages trust in the tool. To ensure correct understanding and use of the inventory, I’ve written this article to share my insights, helping everyone to utilize it accurately.
An Insightful Guide to the Personality and Preference Inventory
The inventory divides human personality into 20 factors. Among these, 10 factors are innate, referred to as ‘preferences’ here. These innate traits are subconscious and difficult to change, often remaining constant throughout one’s life. The other 10 factors are acquired, influenced by education, environment, and social interactions, leading to behaviors adapted to external demands. These are categorized under ‘perception,’ reflecting how others see you and representing the test taker’s current situation or habits.
The results of the analysis are presented in graphs, as shown on the left. The upper part of the graph is a bar chart indicating the strength of various personality factors. These factors are named simply and clearly, but during use, some names have been misinterpreted, leading to significant errors in analysis. To unify understanding, a table defining each factor simply is provided below. The upper part of the analysis graph shows a bar chart; the longer the bar, the greater the influence of that factor, which helps infer the test taker’s behavioral patterns. The lower part of the analysis graph is a radar chart, indicating where the test taker’s strengths lie. The more prominent the graph, the stronger the performance in that ability.
Analyze the meaning of Factors
Bar Chart
Radar Chart
Case Study
The test results can analyze 20 personality factors, but to interpret them, you need to integrate the strengths, weaknesses, and interrelationships of these factors. Here’s an example with a diagram to explain the interpretation method.
1. Bar Chart
First, identify the highest scores and the factors with similar scores. Then, look for the lowest scores and the factors with similar scores.
Perception
- The highest score is 7 => E for Activity Level, with similar scores of 6 for A for Involvement, B for Leadership, and I for Organized. This indicates that the person is most concerned with matters of order and detail. When faced with a problem, their first thought is to establish rules and regulations to govern related behaviors.
- The lowest score is 1 for F Sociability, with a similar score of 2 for G Reflective. This indicates that the person is not good at socializing, tends to act on the spot, but doesn’t overthink things.
Preference
- The highest score is 7 for b Achievement Needs and g Novelty, with a similar score of 6 for h Criticality. Achievement needs should be interpreted together with a Willpower, which represents persistence. This man’s achievement needs are higher than their willpower, indicating he may be more impatient and less patient. The greater the gap between willpower and achievement needs, the lower their patience, and the higher the likelihood of giving up halfway.
- The lowest score is 2 for c Dominance. This indicates that the man does not want to manage others, preferring to mind their own business and focus on doing their own tasks well.
2. Radar Chart
Highlighted Parts
- Energy: Indicates a serious commitment to work.
- Pace: Indicates a fast pace of action.
- Work Adaptability: “Indicates a willingness to unconditionally comply with work demands, but low thoughtfulness, suggesting a lack of consideration for the reasons behind them.
Recessed Parts
- Sociability: Indicates a tendency not to actively engage with others, but a somewhat high desire for attention, suggesting that the person may experience social anxiety.
- Emotion: “High novelty-seeking, but low on other traits, indicates a skeptical attitude towards new things or ideas. However, lacking firm opinions, they fully accept what the majority or authority figures endorse.
- Submissiveness: “Indicates a strong sense of self-awareness.
3. Comprehensive Analysis
- This person appears very confident, even a bit assertive, in front of people and situations they are familiar with.
- Not good at socializing, feels uneasy and reserved in unfamiliar environments or with unfamiliar people. Lacks deep thought, tends to be impatient, and prefers a spontaneous approach to tasks.
- Skeptical and critical towards new things or ideas, but lacks firm opinions. If the majority or authority figures approve, they will fully accept it.
This type of personality is suited for routine tasks, such as entry-level accounting or administrative work. If placed in a supervisory role, employees’ creativity may be stifled, making it challenging to exhibit innovative performance.
A special reminder: Criticality and creativity are different. High criticality indicates a tendency to criticize and question but lacks inclusivity. On the other hand, creativity entails a tolerance for differing opinions and fosters innovative ideas. Therefore, when interviewing for mid-to-senior management positions, it’s essential to thoroughly assess how individuals with high criticality lead their teams and make decisions while addressing issues.
closing remarks
To accurately interpret any aptitude test, one needs to accumulate extensive experience. Users should not only memorize the interpretation methods but also practice various tests, comparing the results with the actual behavior of the test subjects. By continuously adjusting the interpretation methods based on real-world behaviors, one can make the interpretations increasingly reliable over time.
The greatest advantage of using this scale when selecting talents—such as during corporate recruitment of new employees or management selection—is that, apart from considering the professional skills of the candidates, it also evaluates whether their personality traits are well-suited for the job, allowing them to fully utilize their abilities. Moreover, because this tool helps understand personality, individuals can also use it to decide their future career direction. For instance, when choosing majors during education or selecting a career path after graduation, it helps shorten the exploration period and increase the chances of success.
