Ability tests primarily measure your logical reasoning abilities and cognitive style. They are typically categorized into verbal reasoning, numerical reasoning, or abstract (logical) reasoning.
These tests usually require candidates to complete a series of multiple-choice questions within a fixed time limit. It is not necessary to answer every question, as scoring is typically based first on the number of correct answers, which is then compared to a norm group. Bycomparing your score to this benchmark, the assessor can evaluate your reasoning ability and judge your capacity to handle tasks relevant to the position.
The passing standard for ability tests varies depending on how and when the test is used in the selection process. For example, some companies use the test as a screening tool to determine whether a candidate receives a first interview, in which case the decision may be based solely on test performance (i.e., pass or fail). In contrast, organizations that administer the test later in the selection process are more likely to treat the results as one component of a holistic evaluation, without a formal elimination stage.
Personality assessments explore your tendencies in how you respond to or manage different situations, focusing on measuring personality factors such as how you handle your own and others’ emotions, your motivation, and your determination.
Unlike ability tests, personality assessments do not have "correct" or "incorrect" answers. However, from your responses, employers gain insights into your behavioral style, your preferred personality type, and, in certain situations, how or why you might act in a particular way. These answers may sometimes form the basis for discussion in subsequent interviews.
Employers do not seek a single "ideal" personality type. While certain traits may be more or less suited to specific roles or organizational cultures, the reality is that a diverse mix of personality types benefits any department within a company.
Personality assessments that explore your interests or values are generally not used in the screening process. These tools are designed to clarify your preferred career areas and pathways for personal value fulfillment.
The University Career Planning and Development Office provides official MBTI personality type assessment tools and will notify students of event details via official email. Students interested in participating are encouraged to follow the office’s event announcements and make appointments accordingly.
The best approach to taking a personality assessment is to answer as honestly as possible. Attempting to guess the "preferred" personality type of the employer or the test and responding accordingly is difficult and often counterproductive. This is because many assessments include consistency checks to detect inconsistent or socially desirable responding. Under pressure, you may fail to recognize all the subtle items designed to verify the authenticity of your responses.
Situational Judgment Tests (SJTs) and Critical Thinking Tests are primarily used to evaluate a candidate’s judgment when solving work-related problems. Candidates are presented with job-relevant scenarios and asked to select the most effective response from a list of options, or to rank the options in order of effectiveness.
The best approach to these questions is to consider the detailed implications of each response and make an honest judgment, rather than trying to guess the "best" or "expected" answer. Recruiters typically advise applicants to respond truthfully—“be yourself; we will select the candidates who are the best fit.”
It is important to recognize that SJTs are not tests with right or wrong answers. Instead, they are designed to identify candidates whose values and behaviors align most closely with the organization’s culture and philosophy. However, students’ thinking patterns often differ from employer expectations. A common example is that companies may value long-term relationship-building with colleagues, while students, often new to the workforce, may only establish connections when immediately needed. Similarly, employers may expect candidates to speak up and act when they believe something is right, whereas students may tend to listen to others before making major decisions. Based on such responses, recruiters may perceive a misalignment with company expectations.
Students can reduce the gap between their thinking and organizational expectations by learning about the company’s culture through means such as browsing the company’s official website or speaking with current employees.
