The Person-Job Fit 

In the discussion of personality attributes, our conclu-

sions were often qualified to recognize that the requirements of the job moder-
ated the relationship between possession of the personality characteristic and
job
performance. This concern with matching the job requirements with personality
characteristics is best articulated in John Holland's personality-job fit the-
ory.40 The theory is based on the notion of fit between an individual's personal-
ity characteristics and his or her occupational environment. Holland presents six
personality types and proposes that satisfaction and the propensity to leave a job
depend on the degree to which individuals successfully match their personalities
to an occupational environment.
      Each one of the six personality types has a congruent occupational environ-
ment. Exhibit 4-3 describes the six types and their personality characteristics and
gives examples of congruent occupations.
      Holland has developed a Vocational Preference Inventory questionnaire that
contains 160 occupational titles. Respondents indicate which of these occupa-
tions they like or dislike, and their answers are used to form personality profiles.
Using this procedure, research strongly supports the hexagonal diagram in Ex-
hibit 4-4.41 This figure shows that the closer two fields or orientations are in the personality-job fit
hexagon, the more compatible they are. Adjacent categories are quite similar, theory
whereas those diagonally opposite are highly dissimilar. Identifies six personality
      What does all this mean? The theory argues that satisfaction is highest and types and proposes that the
turnover lowest when personality and occupation are in agreement. Social indi- fit between personality type
viduals should be in social jobs, conventional people in conventional jobs, and and occupational
so forth. A realistic person in a realistic job is in a more congruent situation than environment determines
is a realistic person in an investigative job. A realistic person in a social job is in satisfaction and turnover.

Since there is an extremely competitive job market these days, employers are enjoying a "buyers market." There
are many, many job candidates for every opening. To help them select the best candidate, they're implementing the
use of pre-employment personality tests, or psychological tests, as one of the tools they use to help distinguish the
good job candidates from the rest during the job interview process.

If you've read the papers you know that unemployment is rising nationally, even getting
close to 10% nationally. That means more and more job seekers are applying for the
same job you are. How do you make yourself stand out from the rest? Chances are
your prospective employer has 10-12 other very well qualified job candidates just like
you.

Employers see most job applicants may have very similar qualifications. As a result,
they want to get a deeper look into your personality beyond what standard job interview
questions can provide. One of the tools employers use during the job interview process
is the personality test.

So what is a personality test? It is a type of career test that aims to describe aspects of a person's character that
remain stable across different situations. In other words, by categorizing your personality traits, employers are using a
personality questionnaire that claims to be able to predict which job candidates will fit best for any particular
employment position. The companies that sell these pre-employment testing services will claim that personality tests
are accurate. In reality however many managers will tell you they lost great candidates because those job applicants
scored poorly on the personality test part of the job interview. Don't let this happen to you.

One very popular personality test used by employers is the Myers Briggs Personality Test - a personality
questionnaire designed to identify certain psychological differences according to the typological theories of Carl Jung.
A growing company that offers employment testing for companies is Brainbench. Their growth is a direct result of
employers increased interest in testing. Both the Myers Brigss personality test and the Brainbench personality test
are often chosen by employers.

People willingly answer employer's personality test questions as part of the job interview process. Later, they realize
(when it's too late) that they could have been a little better prepared. Hiring managers will closely scrutinize the
analysis from the test. Even the slightest indication that you may not be a suitable job applicant could prevent you
from receiving a job offer.

When you take a personality test during the job interview process, you'll notice the test
will ask the same personality question with slightly different wording many times. This
type of questioning is designed to test your level of honesty, sincerity and integrity.
It's very common to answer a personality test question one way, then decide to
answer the same type of question a different way after you second guess your first
answer. Pretty soon you end up making yourself seem like a very indecisive
employee, one who is trying to outsmart the pre-employment test. Those kind of
interview answers can cost you the job offer.

There is something you can do to help increase the odds that your results will show
you as "suitable" for the position you want.

Purchase the eBook below, including the free bonus eBook "50 Interview Question Answers That Get You Hired!"
You'll get a solid understanding of what these tests seek to measure and learn what the best personality test answers
are for the type of position you are seeking. If you ask around many people will advise you not to prepare but to just
take the test. Don't you want to feel prepared? By doing a little research, you'll learn how to answer personality test
questions that will show you're the most suitable candidate for the job.

If this job interview a really good career opportunity for you, it's important to be prepared. While you may be able to
produce a satisfactory result without professional advice, you might answer just one or two questions
"inappropriately" and cause your application to be disqualified. Is is worth it? Wouldn't you feel better if you knew how
employers are going to rate & interpret your interview answers?

Don't risk questionable results from  the job interview pre-employment personality test.

If we were all the same, the personality test results wouldn't matter. But of course we're not. Every single person has
a different personality, and therefore a different pre-employment personality test result.

Some personality types can be grouped into some general categories such as introverted, extroverted, etc. How will
the test categorize you? This is important because certain types of personalities fit very specific jobs. Sales positions,
for example, are looking for extroverted, high energy personality types. Even if your test results predict you to be a
great employee, you may be categorized as the wrong type of employee for that type of job.

Executive hiring managers want to avoid risk.

Today a manager's career can depend on his or her ability to select great employees during
the job interview process. If you're adding a new person to your "team" you want to be sure
that you choose the best candidate for the job. The conservative corporate manager will take
steps to better qualify each job candidate. The pre-employment personality test is just one
tool during the job interview that helps them do this. In most cases employers likely put too
much weight on the personality test. But no manager is going to want to risk challenging the
results. If they hire you knowing you have a negative personality test profile, they risk getting
fired or losing a promotion. As a result most managers choose the candidate that fits the
profile and represents the least amount of risk.

Why personality tests can be unreliable:

 They only measure different attitudes about things from different people. Your attitude about something in
general cannot be used to predict how you'll react to different & distinct business situations.
  They cannot predict behavior because behavior is context sensitive. People act differently in different
environments. If you're in sales, and you're way ahead of your quota, you will almost certainly handle price
concession requests differently than if you were way behind quota.
 They associate success with specific personality types. In fact, personality requirements are different for
different jobs. Rarely do any of the tests customize their recommendations by job type or environment. It's
simply "This person may (or may not) succeed." This just doesn't happen in real life.

You Need To Know How Your Interview Answers Will Be Interpreted By Employers.

How would you answer the most common personality test question:

 "I have never told a lie."

There is a very specific answer to this question that will indicate whether or not you are an honest person. It's one of
the most basic questions from the category "integrity." The more you know about how to answer this question, the
better your chances are of choosing the correct personality test answer, and landing the job. This question is actually
from a whole category of personality test answers based upon integrity. Each question attempts to trip you up, to see
if your really an honest person or not. Is that fair? Of course not. Of course you would say that you've told a lie once
or twice in your life- right? Or maybe not. You'll get this question and the appropriate answer in detail when you
download the eBook.

You need to prepare, study, and understand the psychology behind career tests.

Why are so many employers using these tests during the job interview process?

The answer is simple. 

Companies use of the pre-employment screening test has increased over 300% in the last five years alone because
of complex computer modeling that employs powerful mathematical algorithms, making the results seem far
more accurate than ever before.

But the most important reason employers love these tests are simply because there is little else out there to evaluate
you with.

Your previous employer will refrain from saying anything negative about you because they may risk litigation (getting
sued).  Usually your previous employer will only confirm your dates of employment. This leaves employers with very
few ways to evaluate you- your resume, which you wrote; your references, which you gave them; and your education-
here they can at least verify your degree, and your GPA.

You may be asking yourself "Is it ethical to learn how to take these tests?"  Absolutely.  You're not trying to trick the
personality test. You're just learning how your response will be interpreted. Most people will suggest you "just answer
the personality test questions honestly." But you're only human. If you're taking a test for a job interview that can
really advance your career, you can't help but be a little (a lot?) apprehensive when you take a personality test. It's
perfectly normal, but can have a very significant impact on your test results.

Just like practicing a speech, you'll remove your apprehension and nervousness by knowing what to expect, the type
of questions you'll be asked, and how to answer the in a way that gives you the best chance at landing the job.

Let's take a look at more personality test / career test questions.

We'll begin by putting our questions into segments.  For demonstration purposes, let's assume the segment is
"reliability."  Here's some questions from this area:

 How thorough are you?

 Do you complete all your assignments? 
 Are you the type of employee who always arrives on time?
  How do you handle conflict?
 Are you persistent or do you give up easily?

These are typical personality test questions the employer will have about you. Don't be surprised to see questions
like this:

"Work is the most important thing in my life."

How should you answer?  Agree or disagree? If you don't know, it could cost you this job opportunity. Do you really
want to risk it? You may be seen as a workaholic that doesn't know when to quit. Or you may be viewed as someone
with no personal life. Buy the eBook and you'll know exactly how to answer this question.

Here's another question:

"I would be interested in learning how people handle stress at work."

This is a trick personality test question.  Do you want to tell the employer you are so bad at handling stress that
you need help? Or that you're a little on the arrogant side and you think you can handle any stressful situation? The
eBook will tell you the most appropriate answer.

Like any other part of the job interview process, you need to do your homework.
You've already selected a conservative outfit to wear during your interviews. You've
spent hours and hours reading job interview preparation material, about the company
you're applying to, and researching personality tests. You know what job interview
questions to expect, and how to respond. Your resume is polished and highlights all
of your accomplishments beautifully. 

Why would you risk losing the job on the pre-employment personality test
results? 

Get my eBook "How to Beat Personality Tests"  right now.

Since it's in a PDF document format, you'll be able to download it in minutes, and start to understand how employers
and managers interpret your answers to the personality test you will take during the job interview process.

You'll go into the test feeling confident, and you'll take the personality test without any intimidation whatsoever. Ever
since I began to research these tests I've been amazed at how many people really don't understand how personality
tests work.

But don't believe me, listen to this, from someone who had to take the Best Buy personality test:

"I had an interview at Best Buy. Everything went great, but they told me I had to take their personality test. I was
really nervous because a friend from school had taken the same test. He was so nervous that while taking the test he
began to panic, and answered questions many different ways. Best Buy told him that his personality test results were
'unfavorable' and they ended the interview process. I bought the eBook 'How Employers Rate Personality Test
Answers." I was able to read it in just a few hours, and it really clarified how these test work. Needless to say I got the
job at Best Buy."

Michelle C.
Minneapolis, MN

You can't go wrong. Buy the eBook to have complete confidence when you take your job interview personality
test- the one that can make or break your career. Read the eBook and get test results now that will ensure you're a
top rated job candidate.

You'll get:
  Sample personality test questions and the correct answers based on the top 50 tests used by companies
today.
 Expert tips, tricks, and techniques that will help you get the best possible personality test rating.
 An understanding of how the questions are grouped by category, and what each category tells employers
about you.
 Each category contains a series of questions with a specific strategy on how to answer them while
maintaining a consistent personality profile.
 The eBook is yours to keep. Download the .pdf file and keep it for future reference and share with family &
friends.

Bonus! Now get two eBooks for the price of one:

Included is the new eBook "50 Interview Question Answers That Get You Hired!" at no additional charge. 50 of the
toughest job interview questions with detailed analysis on how to answer them to GET HIRED!

Over 3,000 copies sold in 2007 & 2008!

Instructions to download and read BOTH eBooks immediately:

1. Click on the "Buy Now" link below.

2. Use your Paypal, Visa, Mastercard or debit card, safe & secure with Paypal.
3. After completing payment, click the Paypal link that says "Return to Personality Test Answers."
4. You'll go directly to the download page.
5. Follow the detailed instructions on how to download and save the files to your computer.
6. Begin reading immediately.