Personality Assessment for New Job?

21 Comments

1. Frances SadlerMay 18,2024 at 3:30PM UTC

   These kinds of assessments can be helpful in understanding the way a team works together and assigning roles according to people's strengths. There are several: Meyers-Briggs, Gallup's strength-finder (my personal favorite). I would take it because you often get incites into your own behavior, sometimes characteristics you never identified. For example, I always struggled with a messy desk and felt bad about it and spent lots of after hours time trying to 'look more organized'. When I read the description of a Learner in my profile, it identified my behavior exactly. It said that I needed all my information at hand until I absorbed it and then I could shred it (I don't) because it was part of me. I felt vindicated and stopped wasting time.

2. AnonymousMay 18,2024 at 4:03PM UTC

   Thank you for your insights. That is definitely one way to look at it. As someone who comes from a research and a behavioral health background, my concern is that some of these instruments such as DISC aren't rigorously validated. As such, they can be about as valuable as horoscopes.

3. AnonymousMay 18,2024 at 8:03PM UTC

   I've had to take a couple of these and never got the job or was let go soon after they received the results. I also never got the "results". Personally, if the information is only for the person taking it to better understand themselves, then I'm all for it. But....when that information seems to be used to "witch hunt", then I think they aren't useful. The employer is using the results to form an opinion that is based on very limited information (ex: there may be a reason I tend to do things a certain way, but that doesn't mean I'm not open to exploring new ways of doing things) and doesn't allow the employee any say in WHY or to ask questions, or even to grow (by having the information themselves so they can better understand themselves). I hate these tests. Now that I'm near the end of my career days, I think if I am expected to take a test to get a job, I'd prefer to walk out the door...FAST!

4. AnonymousMay 19,2024 at 3:56PM UTC

   Thank you for your understanding the heart of the question. As a new employee, there isn't any context for the purpose of the assessment. "Assume the best" is something that majority folks tend to say. Unfortunately, that assumption often doesn't bode well for minorities. I will initiate it and see how it's structured. If it does not compel answers that distort who I am, I'm fine with completing it as not to ruffle feathers.

5. MoonahMay 19,2024 at 12:49PM UTC

   Agree with others. These workplace personality tests are used to understand your work style and those on your team so you can have insights on how to best work together. Personally I find it helpful.

6. Ellen RaynorMay 19,2024 at 2:38PM UTC

   If you're on Day 2 and refuse to take the DiSC assessment, it may not bode well for you. I was certified in the DiSC 20+ years ago but have used the Myers-Briggs Type Indicator (MBTI) instead. Neither instrument is legally defensible for use in hiring. If your new employer wanted to use it for nefarious reasons, they probably would've thumbed their nose at the legalities and used it to screen you in or out. In my experience, teams with new leaders or new members use the DiSC or MBTI as a way of understanding personalities and inherent preferences that can impact team dynamics. The instruments provide a lens and a nomenclature and a way of talking about how a mix of preferences can actually improve team performance. I'd encourage you to avoid assuming the worst and see what the process can do to help you assimilate, build self-awareness and better understand your new colleagues.

7. Alexis GladstoneMay 20,2024 at 12:45PM UTC

   If I'm reading this right, they are not using it as part of your interview process, but as a team activity now that you're on board? I'd be okay with that.

   It might make you more comfortable to find out how the assessment will be used. I use DiSC with teams to help them understand their style and develop strategies to help them communicate and work better with those whose styles are different.

   It's a great way to build common language and understanding of your co-workers and may even give you a leg up to learn about your new team members faster!

   I agree with others that refusing to participate may be a red flag to your new manager that you aren't a team player.

8. AnonymousMay 20,2024 at 8:00PM UTC

   You hit the nail on the head: it's about context. Once I get more context for why they are conducting the personality assessments, I will likely have more comfort with participating. It's a dangerous thing for people to just do things because someone in a position of power tells them to do it without understanding why, and how the information is going to be used. I think I would be more concerned about working in an environment that attempts to place people in cookie cutter categories on Day 1 based on unscientific tools. DISC is popular but not considered scientifically accurate.

9. AnonymousMay 20,2024 at 5:34PM UTC

   Don't decline taking it because it may affect your ability to stay in the role. You are still new to the company. I would ask the questions about how this will be used internally and often many companies do use this for educating others on how to work with you in alignment with your work style. I work in HR and also took this ( i am also not a fan) and it actually helped me to understand others that I was working with many whom I personally did not care for and felt were difficult to work with. Use the information from it if you can to illuminate how to work with those you are just getting to know.

10. AnonymousMay 23,2024 at 6:19PM UTC

    Thanks for the feedback. I plan to get clearer context once I actually start the job. I always look at a new job as a two-way street. It isn't just about them deciding if I stand the role. I'm also making that decision as well.

11. EMILY KIKUE FRANKMay 21,2024 at 2:26PM UTC

    Naturally a lot of this depends on the team, but typically the DISC and similar assesements are used more for getting an idea of how teams fit together and if there are areas a person might excel or fill a gap. They aren't typically used punitively or to pigeonhole people. So ask those questions.

12. AnonymousMay 23,2024 at 6:17PM UTC

    Thank you! I definitely plan to ask questions about the context for the assessment once I'm on board, including how the results will be used. Then we'll go from there!

13. AnonymousMay 21,2024 at 2:40PM UTC

    Seeing a company use this right from the start would be a huge green flag for me. It shows the company is interested in learning your communication style (which is what DISC targets) and wants teams to understand the differences between everyone to work more effectively. I would take it and get a copy to learn a little more about your own style and see why you naturally are skeptical of this kind of assessment or that this would be a red flag. Now it can be mis used, but maybe give the company a chance before assuming that.

14. Coach Nancie Kay ShumanMay 22,2024 at 4:33PM UTC

    As a Coach and psychologist who is trained to administer psychometric tests, I have found that there is a lot of really great information from many of them. DISC (and the MBTI-2) have both been shown to have a good impact if used properly.

    What is striking to me, if I am reading your statement correctly, is that this is a team wide effort, so it is also a bit of a bonding exercise. You and other team members will be talking about taking this test, and it will probably be a topic of conversation around the coffee pot for a while. Which is a good thing.

15. AnonymousMay 23,2024 at 6:15PM UTC

    Yes, that is correct. It will be for the full team. One of the questions I have is if this is the first time they have used the assessment as a full team because this is not a new team. Just curious to understand why now to gain insights as to how the results will be used. That information hasn't been provided. I plan to get more context once I join and go from there, which will probably be to take the test. For anyone else on the thread who runs into the situation, first, don't be afraid to ask questions. You don't have to be blind sheep doing things that make you feel uncomfortable without context or explanation.

16. AnonymousMay 22,2024 at 8:37PM UTC

    If you like the job and there's seeming potential as of Day2, take the damn test.

    Be a team player.

17. AnonymousMay 23,2024 at 6:13PM UTC

    You're just being toxic. No thanks for your comment.

18. AnonymousMay 23,2024 at 12:39PM UTC

    This test is pretty standard. If this is the hill you want to die on, so to speak, that’s your option to do so.

19. AnonymousMay 23,2024 at 6:12PM UTC

    NO. It's definitely NOT standard for others reading this thread. I've been working 33 years in multiple areas of public and private sector, and not once have I been required to take a personality test or assessment. Not once.

20. AnonymousMay 23,2024 at 10:33PM UTC

    Thanks everyone for all the great feedback. I'm definitely going to take some of the positive suggestions here including asking clarification questions once I actually get onboard. It sounds like there are a lot of solid potential team benefits for the assessment that may be helpful for me as well as my teammates. At the same time, communication and relationship building trump assessments all day long. Take the time to actually interact with humans as you're planning these types of activities so that everyone understands and feels comfortable if your true goal is to create an inclusive and positive culture for everyone. Allow team members to ask questions for informed consent. These aren't meaningless tools and they can indeed be misused in the workplace. Thanks again for everyone's thoughts and advice.

21. AnonymousMay 26,2024 at 9:30AM UTC

    They may use it to decide which team to put you on. Take it. You can ask for recommendations from them, if there are any, after reviewing your test results.