26th Jan 2016
Do you use psychometric tests?
Yes, where it helps – but we use them cautiously. Personality cannot capture your whole essence – you’re not a ‘type’, you’re a human. Second, personality is contextual, not absolute: a strength in one context is a weakness in another.
And we don’t believe in ‘matching’ people to an ideal job. Job markets are far too complex and fast-moving. They’re based on backward-looking data, and can only cope with the major career types. Because of this, they can’t recommend new careers, nor less well-known careers or portfolio careers. Humans are even more complex. It’s easy to find introverted sales people and extravert librarians. And psychometric tests have a tendency to reinforce someone’s rigid view of themselves, when what is needed is reinvention.
So unless used wisely, psychometric tests are just as likely to keep you trapped in old ways of thinking as to open new avenues.
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