I tested a personality and behavior questionnaire

I have always wanted to know what all the fuss was about with the questions asked in a recruitment personality test. Well yes, recruiters (and candidates) involved with the test told me good things … and bad. In any case, everyone tells me that it is often the first step in the recruitment process. So, I contacted AssessFirst, an online...

I have always wanted to know what all the fuss was about with the questions asked in a recruitment personality test. Well yes, recruiters (and candidates) involved with the test told me good things … and bad. In any case, everyone tells me that it is often the first step in the recruitment process. So, I contacted AssessFirst, an online test editor, to ask for the possibility of testing (free) the PSV 20. A personality and behavior test. Story of this test.

Monday, Nov 16, 11:57 .With my login and password, I connect to the online platform of AssessFirst to take the famous PSV 20. I then prepare to answer 90 questions online. A bit like the tests in women’s magazines. No, just kidding, this is serious. An intro text tells me that I must “place myself in a professional context” and “that there are no right or wrong answers. “The response time is not limited but it is essential to be spontaneous in your answers”, we specify. Allow 15 minutes. It’s okay, I’m ready to jump in when my eyes are on another paragraph. “Once you have completed the questionnaire, you will have the opportunity to answer 3 questions through a video interview ”. The answers will be filmed via webcam. The tile, I hate this kind of “game”. I’ll have to tidy up a bit in my office!

12:00: I start the questionnaire. The questions and the answers are short, legible, understandable. Example? “Why am I unique? ” (it begins well) ; “I know how to make decisions for the group”, “I can present myself in such a manner that I am appreciated by almost everyone”. What is my greatest quality: “meticulous” or “taking initiatives?” »(Well both but it’s not possible to tick everything). What are the causes of my failures? Everything goes, me, my relationship to others, others and me, my motto, my stress management, my resistance (or not) to change, my areas for progress … 10 minutes and 34 seconds later, I am done. Phew!

12:12 (well almost): I am shown a direct link to the video interview. I decline because I want to know my results. Finally, the free “discovery summary”. A page where I learn that I have an “initiator” type personality, that I am rarely short of ideas, that I “have a sense of excellence and am not satisfied with the minimum”. My talent follows Tags: “#cash, # endorsement, # multitasking, # improvise, # change…”, so on and the best. Well yes, because given this summary, I have only been shown my qualities … To know my areas of progress and everything else, I have to “release credits”, in other words, that I buy the report “of in-depth analysis ”, the one on“ key skills ”and the“ adequacy report ”. Since I am offered this test, I have free and instant access to it… And the results are astounding in terms of my behavior and my personality. Sometimes a tad exaggerated (but that’s me who says it) but roughly speaking, the synthesis is quite in tune with what I am. Graphics in green, red, gray paint my portrait. And warn the recruiter of points of vigilance concerning me. Hoping that the latter is not satisfied with this portrait to determine himself but on the contrary, wishes to know more. Blown away but a little surprised (because I wonder what a recruiter could do with this kind of result), I start the video interview. Yala. Graphics in green, red, gray paint my portrait. And warn the recruiter of points of vigilance concerning me. Hoping that the latter is not satisfied with this portrait and wishes to know more. Blown away but a little surprised (because I wonder what a recruiter could do with this kind of result), I start the video interview. Yala. Graphics in green, red, gray paint my portrait. And warn the recruiter of points of vigilance concerning me. Blown away but a little surprised (because I wonder what a recruiter could do with this kind of result), I start the video interview. Yala.

12:30: first, a page explains “how it works”. So the questions are written but I have to answer them by webcam. I have limited time to read the question and think about my answer, then limited time to record my words. Once launched, the process cannot pause. It’s life! Fortunately, I am told that I do not have to use all the response time allotted for each question. If I think I have said everything I need to, I click on “finish”. It’s clear! So after a sound test, I sit down so that my bust fits correctly in the outline pre-drawn on the screen and I start. The first question, “according to you, how will the behaviors you have just presented allow you to succeed in the position you are targeting?” “. Two minutes of reflection later, I launch into a speech. And yes it was hard to have to look at the webcam, formulate my words, manage the appearance of my image on the screen, not stammer… I shorten my suffering by making short answers. I put myself in the position of a real candidate. In this type of filmed interview, the candidate is not always to his advantage. On the contrary.

12:36 : finito the video torture. Again, I can’t wait to know the results. But it’s impossible, my “credits” are exhausted, I cannot download the debriefing. No problem, with the questionnaire, I think I learned enough about myself for today. Out of curiosity (and since my access codes allow it), I still click the other tabs accessible by recruiters. The “job profiles” allows me to match my profile with the “ideal profile” expected for a type of position. If desired, the recruiter can even customize the “job profile”. The “talent mapper” makes it possible to project one or more candidates (with dots of different color) on a skills map and therefore compare at a glance, their tolerance to stress, their management style, their management style, etc. I just hope that recruiters don’t stop at the results of these tests to assess candidates but take the trouble to review them. But I am not naive, I also know that these tests are part of the elimination phases in a recruitment process. Ladies and gentlemen candidates, you have been warned. It’s up to you… or not ”. 

Donald