John_Jakovenko

100%. Know the job description and play to it. It's a game...just play.

Unless you are the test designer, not sure there is an option. I am one who answers based on what I think they want to hear from a potential hire, not my feelings.

Should they be used exclusively? No. Good question: "Tell me a time when you were under a lot of stress. And how did you handle that?"

Another: "What would a coworker say about you?" "What would a manager say about you?"

IMHO, a personality test should be given after the offer of employment, not before. And..they should be used to help, not hinder the culture.

Well, yeah, a company can require someone to take them. But, 100%, it should be used after an offer was made not to screen people out. Private life, feelings, etc should be yours and yours alone. It's only a privacy concern if they disclose your responses to others...

Pandora's box? You bet. Who else knows your answers? Just saying.

For an employer who uses it properly, it's very good for helping form teams, enhance communication, and to help uncover was can make an employee successful. Or, it can be used to help identify what that employee needs to be successful!