Personality Assessments are here to stay. It's all about finding the right fit -- for the employer & for you. Use a strengths-based, empowered, problem solving mindset. Learn the ins-and-outs so you can make personality assessments work for you!

1. Personality
Assessments
What are they, and why?
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

2. © Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox
Per·son·al·i·ty:
the combination
of characterisitcs
or qualities that
form an
individual’s
distinctive
character.
We all have ‘em!

3. * Let’s
Assess *
Who’s taken a personality assessment as part of the application
process? (Who takes them on their own, in their spare time, just
for fun … #me.)
Who enjoys them?
Who learns something about themselves from taking them?
Who learns something about the company from taking them?
Who has strong opinions about them?
• Let’s start here: what are some of our opinions, beliefs, experiences,
excitement, concerns, & questions
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

4. *Inventory*
Let’s starthere: whatare
someofouropinions,
beliefs, experiences,
excitement, questions,&
concerns?
+ Positive +
(insights from the Group)
 Helpful instructions– i.e.
don’t spend a lot of time
thinking about it, answer who
you are and not who you
want to be
 The feedback
 Goes beyond just skill set
- Not the Most Positive -
(insights from the Group)
 Second Guessing the
Language
 What’s the intent?
 Situational
 Analyzed
 *Taking the human out of it
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

5. © Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

6. •Today’s
Experts •
Local
InnovationAmbassador
(author, speaker, consultant):
Andrew Harrison
Career Advisor & Coach: Moi!
BarbaraWilcox
National
 Society for Human Resource
Management (SHRM): What
Do PersonalityTests Really
Reveal?
https://www.shrm.org/hr-today/news/hr-
magazine/pages/0615-personality-tests.aspx
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

7. 2Sides to
EveryStory.
#knowledgeispower
https://www.shrm.org/hr-today/news/hr-
magazine/pages/0615-personality-
tests.aspx
Pros.
For Companies:
+ Help streamline hiring & make
it more cost effective. (See Case
Study)
+ Determine Fit
+ Increase chances of making a
good hire (Ralph Stewart,VIP
and Chief Credit Officer at
Alabama Farm Credit)
For Candidates:
+ Saves your time in the long
run!
Cons.
For Companies:
- Can get sued
- Can choose wrong test (need
to know what they’re
measuring & why)
- Can produce inconsistent
results based on candidate’s
life circumstance
For Candidates:
- Takes up your time in the short
run
- Can take you out of the
running even if you’re qualified
(we’ll talk about this  )
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

8. © Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

9. Why.
#knowyourwhy
Why Do Employer’s UseThem?
(It’s not because they’re lazy, or because
they’re on-trend, or to torture you)
These are quality tools for the
selection process. Harrison:
 “Personality profiles provide insights
into this person.”
 It “helps if people have certain
personality traits for this role.”
 The company (and you!) want to
“match people to [their] strengths &
preferences.”
Why Now?
(It’s not because everyone else is doing it, so
why can’t we …Cranberries reference)
It’s because we always would have if
we could have. Wilcox & Harrison:
 Use of Data – we would have always
done this if we could have! (Wilcox)
We now have the tools to crunch &
streamline (this info wasn’t easily
obtained back in the day) (Harrison)
 They Help! – personality
assessments have been proven
effective
 MatchingTheory: “Can I more
effectively match someone to a
role?” (Harrison)
 Work Smart – increases efficiencies
of the hiring process (Wilcox,
Harrison)
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

10. Proof.
SHRM Article: Amtrak. Case Study.
 Setting: Upcoming retirements – Uzma S. Burki,VP of Human
Capital Strategy & Center of Excellence
Action: 1st month of posting the job: 5,000 candidates applied! (wow.)
We only need to hire 2,300 applicants.
• 45 min online assessment determined:
 2,000 were a “Strong Fit”
 1,800 were a “Moderate Fit”
 1,200 were a “Minimal Fit”
Challenge: Do we have too many candidates or not enough??
 On the one hand: we have 2,700 more applicants than openings.
 On the other hand: we have 2,000 “Strong Fit” & need 300 more to fill
the opening.
 What next!?
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

11. What’s thisTell
Us?
Too MuchTalent?
5,000 candidates applied with 2,300 jobs!
 **If we didn’t have the
assessment, this would tell
Amtrak what ….
Wow, we have too many
applicants … guess we
should close down the job
posting.
. . .
But should Amtrak close
down the posting?
… Not EnoughTalent?
Only 2,000 are a good fit
No: Don’t Shut It Down 
 We need more applicants to apply
 How many do we need? Is this
possible to source?
 Do we source from more strategic
places?
 Do we change the job posting?
Yes: We Must Shut It Down 
Let’s say there is no more time for
people to apply … we need to:
 ask high quality questions during
the interview to assess the
“Moderate Fit”
 Do we ask different questions to
the Strong Fit v. Moderate Fit?
 Etc, etc, etc …
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

12. © Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

13. • AllThe
Things•
https://www.shrm.org/hr-
today/news/hr-
magazine/pages/0615-personality-
tests.aspx
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

14. Types.
https://www.shrm.org/hr-today/news/hr-
magazine/pages/0615-personality-
tests.aspx
Stats
 60% of workers asked to
take workplace assessments
22% are used to evaluate
candidates
 their quality does vary …
ineffective at predicting
performance BUT
 “useful & accurate” to
“gauge” fit
Usage
 Five Factor Model – many assessments
based on this. Model consists of:
• Openness to experience
• Conscientiousness
• Extroversion
• Agreeableness
• Neuroticism
 Four QuadrantTest – typically word
association
• ineffective in the hiring process
• “measure a person’s ‘state,’ which can
change depending on mood & environment
as opposed to enduring personality traits”
 #NextLevel
• Games! Assessment is based on how you
“think & work” (b/c of how you play the
game)
 More accurate
 Free!
 Pymetrics.com
 Knack.it
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

15. © Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

16. Tips.
Harrison:
1. Take the assessment based on your preference
2. Do not take the assessment based on what you think they want
Goal –
You want to get a job that fits your personality.
You want to get a job that you like.
Be In the Know –
“Legally, if they’re using a tool on the front end for selection, it has to be
validated – not just an arbitrary set of questions.”
- Companies “are covering their butts”
- SHRM: lawyer suing due to questions resembling mental health
assessments and seemingly screening for mental health
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

17. FollowUp.
(Harrison)
Worse Case Scenario: you’re not selected for interview, & wonder if
or have a haunch it’s due to the Assessment
What Can you Do?
 Mindset:
• It’s never personal 
• Have a problem-solving mindset
• Think: what can I do to make myself marketable & hirable in this
group??
 Example:
• Problem Solving Mindset: “It seems like there was an interest.You
haven’t called me back so I assume the personality profile didn’t
match. Would I be able to obtain the results? I‘d love to understand
my fit and preferences as party of my own professional
development.”
• MakeYourself Hire-able: “Is there a role within the organization
that’s a different fit for me?”
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox

18. What Next??
Observation
Follow-Up: *common* theme
throughout our workshops.
We have many questions
about this, which is great!
 It’s such an important,
strategic part of the Job
Search process that can
(sometimes) make-or-break.
 So go you guys for being so
sharp & keen.
#LikeABoss.
Brain Gym: Build that Muscle. If that
feels helpful, empowering, or
productive to you, consider
practicing the following …
1) Problem Solving Mindset: How
would you make this response
your own? (What
language/tone would you use?
Does it feel like you? Does it
feel empowering? Does it feel
effective?)
2) MakeYourself Hire-able: How
would you word or say this?
Consider practicing: speak it
aloud (in the mirror, while
driving, to a friend).
3) Reward: Now, what are you
going to do congratulate
yourself on being * a * boss?
© Copyright 2018, RochesterWorks! Developed by Job Strategist: Barbara Wilcox