Dear J.T. & Dale: What are your thoughts in regard to personality tests in the work environment. Where I work the tests are being used to some degree to determine promotions. We were amazed at what a short and simple test got correct, but at the same time concerned with what statistical testing got wrong.

- James

DALE: Personality tests remind me of those people who say, “What’s your sign?” and when you tell them, make a snorting noise and say, “That explains it!” as if they know everything about you.

J.T.: Personality testing is a hot topic with me these days. I think such tests can be helpful in starting a dialogue, especially right now, when generational differences are creating workplace friction. However, I don’t believe that they should ever be used in a “pass/fail” manner. I recently learned that a well-known company is using online personality tests as a major criterion in promotions. One of my clients was given the test and, was told, in effect, “We’re sorry, you did not pass our test, and therefore you’re not a candidate for this position.” After which, the manager who suggested the employee apply for the job failed to return the employee’s calls for two weeks, then finally called to say, “I’m so sorry, I shouldn’t have suggested you apply.” What a horrible way to deliver such sensitive news. But, I assure you, the story is true. So I say, use tests to leverage the insight they provide, but never use them as cowardly means to turn someone down for a promotion.

DALE: Or, more generally, never use testing as a trampoline to jump to a conclusion. Personality tests fail when they’re used to create stereotypes and thus provide an excuse for closing minds. They succeed when they open minds to an acceptance of personality differences.