After taking the shorter version of the test, my results revealed that when it came to extraversion, my highest scoring aspects were assertiveness and friendliness, with a score of 52 that shows I am “neither a subdued loner nor a jovial chatterbox” which I think describes me pretty well. In the agreeableness category, my score was a lot lower than I thought it would be. I think that I am pretty easy to get along with, but I can definitely see how I hold my ground and like to take charge of things, which probably contributes to this score. My conscientiousness score was high, which according to the chart means that I set clear goals and wholeheartedly pursue them. My neuroticism score was also high, showing that I can be more emotionally reactive and feel things intensely. My openness to experience score was extremely low, which was not a surprise to me, as I like to stick to routines and do not like change.
If a potential employer were to look at these results, I think that it would be really easy to identify my strengths and weaknesses. I think my results show that I am a goal-setter and a determined, hard worker. Another strength from the test would be extraversion, showing that I am able to communicate effectively with coworkers and customers, and am comfortable with others. I think that my low score in openness to experience could be perceived either way, but a positive to be taken from it might be that I am good at sticking to routines and am able to effectively meet deadlines. Some weaknesses that might jump out might be my high score in the neuroticism category, and making sure that my emotional responses to things or getting annoyed easily will not affect work. Agreeableness could also be seen as a strength or weakness, but a downside would be a lack of willingness to compromise at times.
Hi Annie,
After reading your second paragraph, I’m curious what your level of comfort is with a potential employer asking you to take a personality assessment as part of the application process. The reason that I’m curious is that your scores are very close to opposite of mine, and I would not personally be excited about having personality test scores be a component of a potential selection process for me.
To me, it’s a really interesting question of, “So, what does this mean?” Of course, we are always able to advocate for ourselves when asked. But if the experts have determined that personality test scores are not exactly reliable when trying to predict job performance, the question to the future employers begs, “why?” Of course, it’s all very interesting, and it does help us to know ourselves better and be more self-aware.
I also wonder if knowing how you typically score and also understanding what traits a potential employer is looking for, could you change your score on purpose by selecting different answers to get the desired effect for the employer? I would bet that you could, after enough practice.
All very interesting stuff…thanks for sharing!
-Matt