What To Do if a Company Wants a Personality Test as Part of a Job Application

Applying for jobs is stressful, period. So what happens if you encounter a roadblock that feels a little invasive, or even downright discriminatory? 

We’re talking about a required personality test as part of your job application. For a few years now, candidates have been reporting a surge in personality testing as a mandatory screening exercise. According to a 2025 TestGorilla Report, 23% of the hiring personnel they interviewed were using self-report tests (such as personality tests) in the hiring process. 

However, just because it’s commonplace doesn’t mean it’s fair, or even a sensible way to assess job readiness. You know you have the skillset, the qualifications and the training, so why exactly is your personality a part of the equation? And should it be?

Why Recruiters Use Personality Tests

With fewer job openings available, the balance of power has tipped in the favor of employers in the US labor market. Employers might receive hundreds of applications for each position, and some may see personality testing as a way to weed through applications by trying to find the right fit, faster. Although an applicant might have an incredible resume, experience and skillset, most employers are also looking for someone who fits their team. If you’ve ever seen a job posting that emphasizes the company’s pace, company culture and communication style, you know that some companies are big on applicants fitting into their specific box.

What ticking each box entails depends on the company. For instance, if you’re applying to a job where teamwork is a requirement, that company might prioritize candidates with personality test results that point to sociability. This could mean they’re looking for an Extravert, or someone with high Agreeableness on the Big Five personality test, perhaps combined with low Neuroticism to keep the drama to a minimum. These assumptions, however, aren’t really accurate. You can be high in Neuroticism and low in Extraversion and still do well with teamwork.

One example of this personality bias is a personal anecdote of mine. I saw a job opening for a tour guide at a popular travel company and immediately clicked on the job posting because I thought, “Wow, I would love to do that.” Sadly, in the heart of the “what we’re looking for” section was a statement that made me change my mind about applying. 

In bold text, the company said, “must be a bubbly, outgoing extravert.” I felt a bit insulted that this company would assume that Introverts are incapable of connecting to a group of travelers, discussing historical significance and showing them a darn good time while also (gasp) being bubbly. Introverts like to travel and socialize just as much as Extraverts, and can surely get their batteries recharged during downtime.

But I digress. Employers seem to think some personality test results can point to a teamwork fit, a culture fit, or indicate whether you’re a hard worker or not. Some hiring managers believe your personality traits correlate with leadership, sales and teamwork skills, or point to your reliability. 

Unfortunately, when companies use personality tests as a means to weed out applicants, they end up passing over good, hard-working people who would thrive on their team.

Can Personality Tests Accurately Predict an Applicant’s Fit?

As far as data goes, it's doubtful whether personality test results are accurate in matching employers with employees. 

Data suggests these tests have only a low to moderate validity in job performance. One meta-analysis covering nearly 20 years showed that personality tests had the lowest correlation with job success compared to other screening tests, such as job skills assessments or behavioral assessments. As far back as 1965, a literature review of personality testing in employment contexts found slim evidence of validity in personality tests for hiring decisions. 

So, the link is probably not as solid as companies believe. 

That said, we do know that certain traits correlate with workplace performance. Most current research indicates that people high in the Big Five trait of Conscientiousness perform better overall in education and in their jobs, and there’s a link between high Openness and creativity, which may be relevant to certain roles and industries. But even then, the links may be overexaggerated. One 2015 analysis suggests the correlation between Conscientiousness and strong job performance is overestimated by about 30%, thanks to a publication bias. 

Like the Big Five, other personality tests, such as the DISC and Myers-Briggs, were not created for hiring purposes. All personality tests assess a person’s work style, not their work skill. A leader can lead collaboratively or make decisions independently. A team member might communicate openly and often, or work quietly and check in less often. Either approach could produce the same results. 

Since the evidence is slim that personality testing determines success in the job, it would be best if companies avoided this route entirely. Still, you might run into it on your job search, and the trend doesn’t seem to be slowing down anytime soon.

What To Do if a Company Asks for a Personality Test 

If you run into an application with a personality test, you don’t need to rage-quit the application or panic. If the position seems worth pursuing, the best thing to do is go forward with confidence. Here are a few tips to help you:

Don’t be afraid to ask questions.

If taking a personality test as a part of your application process seems confusing or anxiety-provoking, you may be able to ask questions. Ask the recruiter or hiring manager what the personality test is for and whether they weigh your results seriously or just want a vibe check.

Don’t be dishonest.

Be strategic and highlight what strengths you have when taking a personality test, but avoid lying. Just because you assume a company wants to hire an extravert doesn’t mean you should answer ‘yes’ to questions that don’t describe you. Honesty is always the best policy, and you don’t want to self-sabotage by trying to put on a persona the interviewers will soon see through.

Think about your personality at work versus at home.

You may want to tailor your personality test answers to how you truly behave at work versus how you behave at home, with friends or with family. As someone who has worked in customer service roles and client-facing jobs before writing, I can say my workplace demeanor was different in each role and entirely different from my behavior off the clock. I prefer to work alone, but I was also great on a team. If I were filling out a test, I would highlight that I am friendly, can be outgoing at work and truly enjoy socializing with clients. At home is where I recharge, so there I am often more reserved, quiet and less social. That doesn’t mean you’d be lying. Your personality at work can be vastly different from your natural state, and that’s just being human!

Realize it's only a part of the process.

While a company might ask you to take a personality test as part of your application, they most likely won’t put all the weight on your results. Try not to worry about the outcome as you complete your application materials, and remember that putting your best foot forward with a polished resume, LinkedIn and skillset may already put you at the top of the applicant pool. 

Don’t take it personally.

It might be easier said than done, but whoever the company decides to hire is on them. If you have done all you can by making a good first impression in your application and interview, then you’ve done your part. In the end, if your personality test results are a factor in why a company didn’t hire you, that’s the company’s loss. You might be better off finding a company with fewer biases.

Keep Calm and Continue On  

Although it isn’t the best feeling when a company asks you to take a personality test as part of your application, the practice has become more prevalent in recent years. Most current research only suggests a minimal correlation with your workplace performance. Still, if a company asks you to do so, try to stay calm, be honest and hold your head high. Your application is more than your personality test results. If hiring managers place too much weight on personality traits, they may eventually learn that their trait bias is causing them to miss out on better, more qualified applicants.

The best thing you can do is to try your best. And remember that a job search will eventually end when you find the position meant for you.