Debunking 7 Myths Linked To Personality Profiling


The term “personality profiling” may be unfamiliar to a few, yet you may have done it at least once before. Remember the written or verbal assessment your company conducted before hiring you? What about the online tests that promise to tell you what type of an individual you are? Yep, such methods are meant to assess the kind of personality you have.

“They can also be used to determine if a person would be a good manager or how well they may work with a team,” Michelle F. Eabon, Ph.D. and Dan Abrahamson, Ph.D. wrote. They explain that, “Together, testing and assessment allows a psychologist to see the full picture of a person’s strengths and limitations.”

While the assessments don’t necessarily have a harsh effect on people like drugs, myths still revolve around it.

  1. Only The Rich Can Afford The Test

This sentiment is acceptable in case we’re in the same year in which personality profiling tools first came out. Indeed, the prices back then may only make it available for the privileged few. But the supply eventually caught up with the demand after some time, so the assessment is more affordable now than ever.

  1. All Tests Invade Privacy

Realize from here on out that there is a broad range of profile evaluations accessible in the market. Whereas some are useful for businesses, others lean towards personal utility. You may assume the latter to tackle your background a bit, yet the most excellent tests for the former will be free from it.

  1. You Can’t Depend On It To Predict A Worker’s Capabilities

Wrong. When you hand out a personality assessment paper to an individual, they will need to supply answers to scenarios connected to the job. Knowing our personality type “determines whether we bounce back after a tragic event or relationship problem, or we get mired down by the feelings,” John M. Grohol, Psy.D. says. “Your personality helps determine whether you’ll get along with your co-workers and boss, or whether every conversation turns into an argument.” Those are situations that can truly happen in the workplace, by the way. Although the tests cannot 100% tell if the prospective employee will be the top candidate for the position, their ideas remain valuable.

  1. Being Smart Is A Trait Of Just One Personality Type

This myth is obviously wrong on so many levels. Being identified with one personality type means you have strengths connected to it. In that sense, you may be smarter on that aspect compared to others of different personality types. But when you deal with their forte, they may have the upper hand, not you.

For that reason, no one can claim they are more intelligent than the rest due to the profiling outcome.

  1. The Results Condense Your Career Choices

Once you take the personality test, you won’t just receive a report about one asset. It may also comprise as much information as possible regarding your type. Some of them, in fact, may even be unfamiliar to you; that’s why you can broaden your skillset the next time you apply for a job.

  1. Profiling Outcomes Vary By Mood

The assessments look into your base personality, not the behavioral changes you went through over time. Due to that, your mood cannot conceivably alter the outcome of your profiling.

  1. Leaders Are Born With A Single Personality Type

Again, wrong. The leadership skill is something you hone from experience. Even if DNA suggests that one type has more leader-like traits, it’s just a matter of transforming your weakness into your strength for the rest. “A leader’s job is to create and nurture the culture we all need to do our best work. And so anytime you play a role in doing that, you are exercising leadership,” Amy C. Edmondson, Ph.D. emphasizes.