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Caliper Profile Guide
Contents
What Are Personality Tests 2
The Veil of Secrecy around Personality Tests 2
Stress and the Personality Test 3
How to read the instructions of a personality test 6
Caliper Profile 9
Ipsative Format Section 9
Caliper Profile Personality Traits 10
The Empathy Section 13
Abstract reasoning 15
10 Golden Rules of Personality Testing 20
Final Words 39
Copyright: www.JobTestPrep.com
Personality Tests – What Are They All About?
What Are Personality Tests?

Personality tests are designed to measure a candidate's internal characteristics, such as
feelings, attitudes, motives, and so on. This may sound at first like a sophisticated test you
cannot prepare for and whose results you are unable to affect, but, the truth is that you can.
The essence of these tests is that they supply the respondent with direct questions for which
the respondent must provide an answer. Personality tests use the ability possessed by all
human beings to offer information about their life events and experiences as well as their
otherwise unobserved thoughts and feelings. Because of the personality test's "question-and-
answer" format, this type of assessment is known as a "self-report."
The self-report measures are often so tiringly long because any particular realm of our psyche
is always multifaceted and versatile in its manifestations. Thus, one question is not nearly
enough to learn about anything a psychologist might like to know. A characteristic can only be
measured through a group of questions. On personality tests, this group of questions is called
a scale. A questionnaire may consist of several of these scales. Such an assessment is called a
"multi-factor" or "multi-trait" questionnaire.
The Veil of Secrecy around Personality Tests

The personality is the most mystifying element of the selection process. When you come to
take a pre-employment personality test, you are meeting with the unknown. You are placed
in front of a computer screen and then flooded with a myriad of questions that seem to have
nothing to do with the job you applied for.
It makes you wonder how these unrelated questions allow assessors to draw conclusions
about whether you fit the job or not. Because people do not know what these tests actually
measure, it is natural that some applicants believe they are inaccurate and others feel that
these tests provide some sort of magic that can "see them through."
Both attitudes toward personality tests are often a reason for failure. If you approach the test
with resistance, cynicism, anger, or fear, you minimize your chances of success.
In fact, the personality test is a much more applicant friendly tool than many others, such as
the job interview and group dynamics. It is well-known that the job interview, for example,
may be interviewer-biased, while personality tests are fully computerized and your results are
100% in your own hands.
If you read this guide carefully, you will gain all the information you need to succeed on a
personality test.
Stress and the Personality Test

Any type of assessment is a stressful experience. Given the scarcity of knowledge about
personality tests, as well as the ambiguous reputation they have, these assessments are even
more stressful then other tests. Moreover, while other tests measure things you have
achieved or accomplished--or at least confidently know about yourself--personality isn’t
something you have built or chosen for yourself. In fact, you are not even necessarily fully
aware of its every aspect. Thus, this experience of others looking into your mind and
attempting to reach its deepest corners is definitely not a pleasant one, to put it mildly.
Such stress leaves its mark on anybody’s performance, and every effort should be made to
minimize its impact.
Feelings of stress associated with test-taking can influence your behavior in four ways:
1. Carelessness
2. Over-Investment
3. Indecisiveness
4. Irritation Behavior
Carelessness
When someone is experiencing stress, he/she may overlook small details in the question and
make hasty decisions. For instance, one may choose the first response that sounds reasonably
"like" him or her, rather than reading each question in full and selecting the appropriate
answer.
Important! One of the most overseen words is "not" or "no." You do not want to allow such
mistakes to happen to you.
Here's another tricky example:

 People do not understand my good intentions.
A. Sometimes true
B. Never true
If you don't consider the two options carefully, you may be tempted to answer B (in order not
to be perceived as paranoid). However, almost everybody has been in a situation in which
they weren't properly understood, so the answer "Never true" is inappropriate. By choosing
option B, you may be perceived as someone who thinks he or she cannot be misunderstood.
It is absolutely vital to read both the question and each of the possible responses carefully
and to pay close attention to words like always, never, sometimes, and usually. Statements
that are dichotomized by nature, such as those using words like "always" and "never," should
ring an alarm bell when you come across them. These words can indicate impression
management items, which will be discussed later on.
Over-Investment
Generally, there is no specific time limit for completing a personality test. Some applicants
take this instruction too literally and spend too much time on the test. You should know that
in many assessment centers, and on some computer applications, the time factor does play a
hidden role. The overall time taken to complete the test and the hesitations between answers
are often noted. If you are too worried about the outcome of the test, you may end up
investing extra time pondering over each question, re-thinking your answers over and over
again, erasing and re-completing, and ultimately taking way too long to finish the test. The
evaluators will take note of any hesitant behavior and may conclude that you have difficulty
dealing with stressful situations. This aspect of the evaluation is kept well-hidden from
applicants, as the evaluators want to observe your natural pace of work.
Indecisiveness
Some candidates, overwhelmed by stress, become very indecisive. For example, imagine that
you were asked the following question:
 I don't mind being interrupted while I'm working.
A. True
B. Neither Agree nor Disagree
C. False
This question can also appear in a Likert scale format, in which the numbers indicate how
much you identify with the sentence:
 I don't mind being interrupted while I'm working.
1 2 3 4 5
When deciding how to answer this question, you may debate whether you should show that
you like to be very focused when you do your job, or whether you should show that you're
approachable even when concentrating on other things. After some contemplation, you may
be tempted to choose an indecisive answer (Neither Agree nor Disagree or the middle
number in the Likert rating scale). Responding indecisively throughout the test can lead
evaluators to conclude that you're an indecisive person and that you didn't handle the testing
situation well. Indecisiveness won't help your application, nor will employers appreciate it.
For cases in which you are tempted to select the neutral option, we recommend that you
reconsider and evaluate which answer more appropriately represents the qualities that are
suited to the position you have applied for. For example, if you're going to work as a customer
service representative, you should show that you are very approachable. Conversely, if you
are a computer programmer, focus and concentration are more relevant qualities. Despite
the aforementioned rule, it is okay to occasionally choose the middle answer. However, if
you answer this way for a large number of questions, it will be seen as a problematic
pattern. (For more information about choosing the middle option, see below.)
Irritating Behavior
Stress can also influence your behavior toward the examiners. Some applicants are so
concerned about their test results that they repeatedly harass the examiners by asking
questions and demanding clarifications. This behavior can make you appear needy and unable
to perform effectively in an ambiguous situation.
In summary, we've seen how a high level of stress can impede your performance on the
personality assessment. Conversely, when your stress level is low and you know what's
expected of you, your attitude toward the test will be more focused and determined.
When applicants come prepared for a personality test:

1. They complete tasks in an efficient, calculated manner.
2. They deal with the task at hand and complete it within a reasonable amount of time.
3. They don't waste precious time worrying about the nature of the test.
Stress plays an important role in the outcome of a personality test. It influences your
responses and reveals to the examiners whether you tend to be focused or panicked in a
stressful situation. The secret to alleviating stress is to come prepared. When your stress level
is under control, you will display a sound, coherent personality profile that amplifies your
strengths rather than your anxiety. The aim of this guide is to supply you with the means you
need to be ready and calm before the test.
How to Read the Instructions of a Personality Test

Every personality test begins with a passage containing legal information and test
instructions. Some of these instructions are actually misleading, and it is a bad idea to follow
them precisely. The most common of them are:
● Just be yourself.
● There are no right or wrong answers.
● Give the first answer that comes to your mind.
● Nobody is flawless; everyone has made mistakes.
Misleading Instruction #1: Just be yourself.

The purpose of this instruction, according to the assessors, is to receive the most authentic
answers from candidates. According to this philosophy, if you're generally a shy person you
should be shy during the job interview and selection tests, and if you're impulsive by nature
you should answer impulsively on the test.
Let's analyze: what does it really mean to "be yourself"? Our day-to-day behavior is strongly
influenced by the situations we're in. The nature of those situations influences our stress
level, which in turn has an impact on our behavior. For example, you can act aggressively in
one stressful situation but courteously in another. Which side of your personality do you want
to show on the test?
The experience JobTestPrep has gained from preparing tens of thousands of job applicants
since 1992 tells us that the facts are different:
A person who tends to be aggressive can act politely if he or she is made aware of the
behavior and understands the benefits of behaving more courteously. A person who is
typically shy can be more assertive if made aware of the fact that shyness may impede his or
her chances of moving up the corporate ladder.
In summary, you shouldn't expose yourself completely to the assessors. Instead, you should
make them analyze who you want to be depending on the desired position.
Misleading Instruction #2: There are no right or wrong answers.

One thing test administers always say about personality tests is that there are no right or
wrong answers. This is obviously not true. Personality tests are used for screening purposes to
select the best candidate for a particular job. Recruiters will, therefore, recommend
candidates that best fit the required criteria and job description and disqualify candidates
that don’t match the criteria. This means that there are right and wrong answers as related to
specific job criteria.
Misleading Instruction #3: Give the first answer that comes to your mind.
The aim of this sentence is to encourage you not to think about your responses and to be as
spontaneous as possible. But, in fact, a spontaneous, natural response is not necessarily the
best one, neither in life nor on a selection test.
For example, if your boss has treated you rudely at work, telling him or her off would likely be
a foolish mistake that might cost you your job.
Most people realize that it is usually best to swallow the insult, cool down, and approach the
situation in a more rational manner later on. On the personality test, as in situations in real
life, you should be cautious and calculated; you must think before answering and take into
account the results of your actions.
Misleading Instruction #4: Nobody is flawless; everyone has made mistakes. It's
all about being able to admit them.
Many personality tests use this sentence in an effort to make you think that they are looking
at your honesty, when, in fact, they are actually trying to "open you up" and have you recount
your weaknesses. The personality test is not the forum to mention hidden fears, doubts, or
occasional mood swings; it isn’t your friend nor your therapist. On the day of the test, you
should emphasize your strengths, not your weaknesses.
Caliper Profile
The Caliper Profile is a conglomerate of cognitive, personality, and emotional intelligence
tests. It consists of the following sections:
 Ipsative format section

 Empathy section
 Abstract reasoning
 Number series
Notice: The sections may appear in a different order than what is listed above.
Ipsative Format Section

In this section, the test questions appear in the following format: Each "item" comes in the
form of four statements representing personal viewpoints. Two of the four statements have a
positive valence, while the other two statements have a negative valence. An example of a
statement with a positive valence is, "Once I give priority to a project, I follow it through." An
example of a statement with a negative valence is, "If I can’t do something quickly, I get
frustrated."
From these four statements, you are asked to choose two—one that reflects your viewpoint
the most and one that reflects your viewpoint the least.
For example:
Most Least
Even if I don't agree with someone's ideas, I'd still listen. □ □
Helping others makes me feel good. □ □
I often feel like others are not fast enough for me. □ □
I am prone to mood swings. □ □
Each statement belongs to a different scale:
"Even if I don’t agree with someone's ideas, I'd still listen" – belongs to the Tolerance scale.
"Helping others makes me feel good" – belongs to the Active Consideration scale.
" I often feel like others are not fast enough for me" – belongs to the Patience scale.
" I am prone to mood swings" – belongs to the Self Control scale.
In this example, the first two statements represent desirable behavioral traits: being tolerant,
listening to others, and loving to help. The other two statements seem to represent
undesirable behavioral traits: being impatient and being emotionally unstable. The
undesirable traits reflect the opposite of what the actual scale measures. Such statements are
called "reversed items." For example, "I often become impatient" relates to the Patience
scale, while "I am prone to mood swings" relates to the Self-Control scale. Thus, if you choose
"I often feel like others are not fast enough for me" as being least like you, your Patience
score will become higher.
Caliper Profile Personality Traits

In the following table, you will be provided with a detailed description of each of the Caliper
Profile scales being measured on the Ipsative section as well as with their analogue on our
personality test.
Caliper Profile Trait Description Our Test Scale Sample Questions

Scale Name Name
Accommodation Desire to help others. High Active I enjoy helping people.
scorers are likely to be Consideration I am ready to help
motivated to help people. others.
Those with low scores tend to I am not likely to drop
be uninterested in providing everything to help
assistance. others.
Aggressiveness Inclination to push forcefully. Dominance I'm willing to be pushy in
People who score high on the order to get what I want
Aggressiveness scale tend to done.
be forceful when defending I'm very careful not to be
their ideas or actions. too aggressively
Individuals with low scores demanding of others.
are unlikely to take a firm
approach.
Assertiveness Potential to communicate Assertiveness I speak up often.
information and ideas in a I'll tell someone what's
direct manner. Individuals on my mind, even if he or
who score high on this scale she might not like
are usually willing to hearing it.
communicate their ideas and
opinions. People with low
Assertiveness scores may be
uncomfortable expressing
their viewpoints.
Cautiousness Inclination to make decisions Deliberation I think through decisions.
carefully and to think through I never hesitate to take
relevant facts and quick action.
alternatives. High scorers I weigh many alternatives
tend to be careful when before making decisions.
deliberating options and
calculating outcomes. By
contrast, low scores on this
scale suggest a tendency to
act without thinking things
through.
Ego-Drive Degree of satisfaction gained Persuasiveness I persuade others.
from persuading others. I dominate the group.
Highly ego-driven individuals I hesitate to take the
are more motivated to win lead.
others’ loyalty. People with
low scores on this scale are
unlikely to invest much effort
into gaining consensus.
Ego-Strength Capacity to handle rejection Resilience I refrain from worrying
and criticism. Individuals with too much about other
high scores on the Ego- people's criticisms of me.
Strength scale tend to be I never take criticism
unconcerned by setbacks. On personally.
the other hand, people who
score low on this scale may
be sensitive to criticism or
rejection.
Energy Potential to sustain a high Energy I am always full of
level of activity over extended energy.
periods. People who score I rarely get tired.
high on this scale tend to be
active in the workplace, while
individuals with low scores
might be unenergetic in their
work approach.
External Degree to which a person is Conformity Individual initiative is
Structure sensitive to existing rules. more important than
Individuals who show a high regard for the rules.
level of External Structure are I always do what is
likely to be receptive to a expected of me.
structured environment with
rules. People with low scores
may be unresponsive to
authority.
Gregariousness Comfort with meeting new Social Confidence I enjoy meeting new
people and initiating people.
conversations. Highly
gregarious people are likely to I'm better at meeting
be comfortable establishing people one-on-one than
contact and networking. in large groups.
Those with low scores on this
scale may be uneasy about
taking the initiative in social
situations.
Idea Orientation Preference for thinking Unconventionality I like to create new
creatively and generating new options.
ways to solve problems. I do not usually come up
Individuals with high Idea with new ideas.
Orientation are likely to be
motivated to develop
creative, original solutions,
while low scorers are inclined
to use well-established
methods.
Level- The potential to remain calm Self-Control I don’t let day-to-day
Headedness and to maintain a steady difficulties affect me.
disposition in everyday I tend to be tense when I
situations. People who score enter into new
high on this scale should be situations.
capable of remaining
composed. Those who score
low are inclined to respond
emotionally.
Risk-Taking Willingness to take chances. Risk Taking Sometimes it's better to
Individuals who score high on lose than to risk hurting
this scale are likely to take someone.
chances on untested I will risk untried but
initiatives. People with low promising methods in
scores tend to be reluctant to place of following proven
risk failure. methods.
Self-Structure Preference for independently Autonomy It's important for me to
determining work methods. plan my own work and
Individuals with high scores time.
are apt to be motivated to I don't like to be told
independently determine exactly how to do
their work approach, while something.
those who show low Self-
Structure are unlikely to
define their own work
methods.
Skepticism Inclination to doubt or Interpersonal You can never be sure of
question others’ motives. Trust (reversed) people's true motives.
Highly skeptical individuals Most people I work with
tend to be guarded and wary really have my best
of others’ intentions. People interests at heart.
with low scores on this scale
are likely to be trusting and
willing to give others the
benefit of the doubt.
Sociability The enjoyment of being Need for I look forward to a good
around people and working Company party with lots of people.
with others. Individuals who I prefer to work alone
score high on Sociability are rather than in a group
likely to be motivated to
interact with others. Low
scorers tend to be
uninterested in having
frequent social interaction.
Stress Tolerance The capacity to remain Anxiety (reversed) I sometimes worry about
unworried about possible things that I can't
negative consequences. control.
Those showing high scores on I worry about making
the Stress Tolerance scale mistakes.
may remain unconcerned There is no point in
when faced with events worrying about the
beyond their control. People unknown.
displaying low scores tend to
focus on what might go
wrong.
Thoroughness The tendency to pay Thoroughness I dislike working with
attention to detail. Individuals details.
who show high scores on this I check my work
scale are apt to be thoroughly.
conscientious when handling I sacrifice detail for
detail-intensive tasks. Those speed.
who score low may be
uninterested in focusing on
the fine points.
Urgency The motivation to take quick Proactivity I need immediate results.
action in order to obtain It doesn't matter to me
immediate results. High how long it takes to
scorers tend to be driven to complete a task as long
act quickly. Individuals with as it gets done.
low levels of Urgency are
inclined to take their time
when handling tasks.
The Empathy Section

The Empathy section of the Caliper Profile is formatted in a Likert-type seven-point scale. You
are provided with a list of statements and asked to determine the degree to which the
statement corresponds with your own opinions or feelings. The seven responses range from
"strongly agree" to "strongly disagree."
For example:
Strongly Agree Mildly Neither Mildly Disagree Strongly

Agree Agree Agree nor Disagree Disagree
Disagree
I always want to hear when
others may have a different o o o o o o o
point of view.
In this example, the statement represents the Seeking Out Information scale. It is written
straightforwardly, and therefore a high rating gives you a high score on this scale. There could
be reversed items in this format as well.
For example:
Strongly Agree Mildly Neither Mildly Disagree Strongly

Agree Agree Agree nor Disagree Disagree
Disagree
It takes me a while to adjust
to changes. o o o o o o o
In this example, the statement represents the Flexibility scale. However, because this is a
reversed item (the statement represents the opposite of the measured trait), a high rating
gives you a low score on the scale.
Caliper’s Empathy section includes the following components:
Caliper Profile Trait Description Our Test Scale Sample Questions

Scale Name Name
Sensitivity Awareness of others’ feelings. Perspective A strong leader should
People with high scores on this Taking always worry about the
scale are likely to be feelings of others.
perceptive of people’s Understanding the
feelings, while those with low motivations and feelings
scores are apt to be of people is at least as
inattentive to others’ important as gathering all
emotions. the facts.
Openness Receptiveness to new or Participativeness I always consider others’
alternative ideas. People who input.
show high Openness scores
are usually willing to consider
others’ input. Those with low I always hear people out
scores tend to be focused on when they give me advice
their own ways of doing about work problems.
things.
Flexibility Willingness to modify an Flexibility Once I’ve decided on an
approach and to adapt to approach, I don’t change
changing circumstances. it.
Individuals who score high on
this scale should be adaptable
to change. Those who show
low scores are likely to be
reluctant to change their
approach.
Reading others Picking up cues from the Analytical Insight I am sometimes unable to
behavior of others. pick up on the tone of a
discussion.
I can always tell when
someone is upset, even if
they say they aren't.
Seeking out Seeking out information to Motivation to I learn new skills or take
information improve methods and develop Learn on new roles to cope with
professionally. changes in the way my
unit works.
I am able to seek out new
information, helpful
people, or useful
resources to effectively
deal with new situations.
All of the items on the Empathy section are transparent, meaning you will easily be able to
understand what they measure and thus control your score. When taking the test, bear in
mind the behaviors that are relevant for the job for which you are applying. Information
regarding relevant traits for your chosen position can be found in the profession-specific
guide.
Abstract Reasoning
This section includes the following types of questions:
 Figural Analogies
 Figural Matrices
 Figural Series
Figural Analogies
These questions assess the ability to understand relationships between figures. In each
question, you are given a pair of figures followed by a third, single figure. You are asked to
identify the relationship between the pair of figures and to then choose a fourth figure that
maintains a similar relationship with the third figure.
For example:
1 2 3 4
The correct answer is 2.
The relationship between figure X and figure Y is as follows:

1) Figure Y is the same as figure X, with the addition of long, dark diamonds.
2) The number of dark diamonds in figure Y corresponds to the number of rectangles
in figure X.
The correct answer must have the same relationship with figure Z.
Answer 3 can be eliminated as the rectangles represent figure X, not figure Z.

Answer 1 can be eliminated as it only has two circles, whereas figure Z has three.
Answer 4 can be eliminated as the diamonds are wide, not long.
You are left with answer 2, which is the correct answer, as it portrays figure Z with the
addition of three dark, long diamonds, corresponding to the number of circles.
Figural Matrices
These questions assess the ability to fill in the missing item in a matrix. Matrices are 3X3 grids
(9 total boxes) which have sequences and patterns that run horizontally and vertically. Each
matrix contains a blank square, which the test taker must fill in with the correct figure to
complete the pattern.
For example:
Which tile is missing?
1 2 3 4
The correct answer is 2. In the above example, notice that as you move across the rows, the
figures in the right column are combinations of the two black shapes to the left of them. Thus,
the answer must be a black square.
Figural Series
In each question, you are given three figures which form a series that follows a certain rule.
There are three types of questions:
1. The last object is unknown and is marked with a question mark. You are asked to
determine the figure that should substitute for the question mark.
2. The unknown object is in the middle of the series and is also marked with a question
mark. You must determine the figure that matches the question mark's position in
accordance with the pattern.
3. There is no question mark in the question. Your task is to determine the figure that
should continue the series.
For example:
Choose the image that completes the pattern:
1 2 3 4
Each square contains two lines. The beginning point of each of the lines remains constant
throughout the sequence—one line begins at the middle of the upper edge and the other
begins at the middle of the left edge. Imagine these lines moving toward each other (and
beyond). Each step involves movement away from a corner toward a middle point of the
adjacent edge.
In the missing figure, both lines are directed toward the lower right corner, as is presented in
answer choice 2.
Number Series
Number series tests present numerical sequences that follow a logical rule based on
elementary arithmetic. An initial sequence is given from which the rule must be deduced. You
are then asked to predict the next number that obeys the rule. The difficulty level of these
questions can increase in two ways: Firstly, the logic behind the sequence may become less
trivial and demand more attention and creativity. Secondly, the missing number may be
positioned at an early stage, thus preventing you from deciphering the hidden rule by looking
only at the previous numbers in the sequence.
For example:
Please choose the answer that completes the series:
33 43 52 70 76 86 ?
91 92 98 102
In this example, you need to explore a series within a series. The intervals between the
original terms create a series of their own, which advance according to the following rules:
(1) The mathematical operations between the intervals alternate in a specific order: -,
x, :, +
(2) In each step, the value of the number by which the previous interval is
divided/subtracted/multiplied/added increases by 1.
You can use this understanding to go back to the original series and find the missing term (i.e.,
work backwards):
10-5 = 5
86+5 = 91.
Caliper Profile Summary

The Caliper Profile contains personality questions and cognitive questions. The personality
questions appear in two formats, Likert and Ipsative. The test does not contain any fake
positive measures, and the items are of high face validity, i. e. of obvious relation to the traits
they measure.
The cognitive part of the Caliper Profile evaluates your ability to grasp the underlying
concepts of complex information; analyze information; determine trends, patterns, and
connections; find the root causes of problems; and identify connections between seemingly
unrelated data.
You will be provided with the preparation needed to succeed on both parts of the Caliper
Profile.
10 Golden Rules of Personality Testing

There are ten golden rules you must know to be really prepared for a personality test. These
rules are crucial to your overall understanding of personality tests, and we strongly encourage
you to memorize the information outlined in this section.
Rule 1: It is in your hands.

Rule 2: Personality tests are not naïve.
Rule 3: It's about how you behave at work.
Rule 4: Each question focuses on a trait.
Rule 5: Avoid getting too many extreme scores.
Rule 6: There are "right" and "wrong" answers.
Rule 7: Your personality profile has to make sense.
Rule 8: You're not perfect.
Rule 9: Be honest, but sensible.
Rule 10: Believe in yourself.
Let's review these general rules in more detail.
Rule 1: It is in your hands.

This is an important point to make. Personality tests are not sophisticated x-ray machines that
can penetrate your mind to see who you really are. The most popular tests on the market are
based on self-reporting. You will sit alone and complete either a computer-based test or a
pen and paper questionnaire. The nature of self-reporting is that YOU report how YOU
perceive yourself. How you come across to the evaluators is entirely YOUR decision.
When you understand the nature of personality tests and the obstacles they include, you'll
have the power to influence your test results and increase your chances of getting the job you
want.
Rule 2: Personality tests are not naive.

There are three main built-in obstacles included in most personality tests:
Obstacle # 1: Impression management questions

Obstacle # 2: Consistency checks
Obstacle # 3: The middle/neutral option
Let's discuss these obstacles in more detail.
Obstacle # 1: Impression Management

Most personality tests include built-in scales that measure the extent to which you are trying
to make a good impression. Obviously, it's acceptable to try to make a good impression when
you're applying for a job. However, the items that measure impression management examine
to what extent you're willing to be dishonest to make that impression. To give an example,
someone who answers "true" to the question, "I've never told a lie" or "never" to the
question, "Occasionally I am in a bad mood" is clearly trying too hard to make a good
impression.
If you score high on the impression management scale, it indicates that you've lied about your
true beliefs and behavior in order to project the image you felt the recruiter was seeking. A
high score on the impression management scale throws your entire personality profile into
question. In extreme cases, a high score may lead the recruiter to disregard your personality
test and reject your application. A low score on the impression management scale, on the
other hand, indicates that you're a loyal person who will be honest even if it may reduce your
chances of success.
Here are a few typical impression management statements (True/False):

 Sometimes I find it hard to motivate myself.
 Occasionally, I feel the need to get away from my family.
 I've never lied to someone I know.
 I can recall a time that I was unkind to someone.
 If I get extra change in a shop, I always return it.
 Sometimes I pretend to look in a different direction just to avoid meeting someone.
 I sometimes laugh at dirty jokes.
 I'm always willing to help people.
 I've taken advantage of others.
 My looks don't concern me at all.
 Sometimes I feel like cursing.
 I enjoy gossiping from time to time.
 Sometimes I feel like getting back at someone who's hurt me.
 I recall times that I've felt disheartened.
 I've said offensive things to people.
When you look at this group of questions it might seem obvious that they have a "hidden
agenda." However, when you take the real test—in the midst of a series of grueling tests,
sitting next to other worthy candidates who are competing for the same job, and feeling
stressed, tired, and keen to excel—you might fall into the impression management obstacles.
Important:
Study the above list and try to get a general idea of the concept of impression management
so that you can recognize similar questions and avoid obstacles. Statements that are
dichotomized by nature, such as those that use words like "always" and "never," should ring
an alarm bell when you come across them. When responding to an impression management
question, be honest. If you're honest, you are less likely to fall at the far high end of the scale.
Obstacle #2: Consistency

The issue of consistency is something we need to clarify, as people often make grave mistakes
because they feel they have to be very consistent on their personality test. Sometimes on
personality tests, it feels as if questions are repeating themselves. Test takers usually believe
that if they've answered a question one way, they have to answer the exact same way on
similar questions. This is a mistake! Questions are never identical. They stress different
strengths and vary slightly. You need to judge each question on its own rather than think
about how you answered previous questions.
Some tests do measure consistency but only in terms of content. It can be measured within a
single trait or between traits:
Within a single trait

If you answer one question one way and then answer a completely opposite question in a
different way, this may present a problem.
Here's an example of inconsistent responding:

 I'm always the dominant person in the group and enjoy taking the lead: true
 I have no problem letting others take the lead: true
If these two questions were placed one after the other, it would be easy to spot the
contradiction and answer consistently. However, the challenge appears when there are 100
or so questions between these items.
Between traits
Another way in which personality tests measure consistency is between traits. There are
some traits that directly contradict each other. For example:
Consulting
Competitiveness
A very competitive person is likely to keep their "cards" concealed and to prevent disclosure
of their strategy. They are also likely to make decisions alone without consultation. Therefore,
if a person scores high on these two traits, it may raise concern.
Another consistency problem that can be found between traits is when two traits that usually
correlate are found in a profile to be on opposite ends of the scale. For example:
Need for Company

Team Player
It is not very common to find a strong team player who does not enjoy the company of
others. Therefore, a high score on one and a low score on the other can raise a flag to the
assessor.
Dealing with the consistency check is fairly simple: just come prepared. Make sure you've
researched which of your strengths are relevant for the position you want. When you're
answering questions that relate to traits that are irrelevant for your profession, simply answer
the questions truthfully without trying to exaggerate.
Important: Unnecessary efforts to be consistent can cause an extreme score. For instance, if
in an attempt to be consistent you rate all the questions about a certain trait at the high end
of the scale. You can see more information about the significance of an extreme score in rule
5.
To illustrate this point, let's look at someone who applied for a position in a call center.
Working as a call center operator does not require a high degree of dominance. This means
that the applicant should aim for an average score on the dominance scale. (Note that to get
an average score on a trait does not mean you need to always choose the middle option.
Instead, you can receive an average score by favoring some of the statements, while rejecting
others.) Let's take a look at how the call center applicant should handle dominance questions:
 If I was the leader of a group, I would feel comfortable giving orders: true
 I always enjoy leading people: false
 I would be a good leader if given the chance: true
 I usually tell people off when they do things I disagree with: false
These examples illustrate the response pattern of a person who is capable of dominance, but
who isn't overly dominating. This pattern of responding is not considered inconsistent.
Obstacle # 3: The Neutral Option

One method of assessing your personality without asking about it directly is by observing the
way you choose your answers. The middle option (often called "neutral") reveals a lot about
your personality. This is applicable only for answering question formats that include a middle
option.
Example 1:
Strongly Disagree Disagree Neutral Agree Strongly Agree
Example 2:
A. True
B. ?
C. False
Selecting the middle option is not recommended. It shows the assessors that you:
1) have difficulty making decisions.
The questions on a personality test are often difficult to answer, but recruiters do expect that
a candidate will rise to the challenge. Choosing the neutral response too frequently indicates
that you're trying to avoid answering the question. If you can't answer the test questions
confidently, how will you make real decisions in the workplace?
2) might have answered randomly.

Selecting the middle option too often may indicate that you didn't really take the test
seriously and completed it without actually reading the questions.
3) had a particular reaction to specific items.

Choosing the middle option for certain types of items can indicate that you were sensitive to
the content of those questions. This could indicate a weakness with regard to this specific
trait.
Clearly, it's not always easy to reach a decisive answer on certain questions. Try to minimize
the number of times you select the neutral option. When you encounter a question that you
could comfortably answer either way, choose the answer that most accurately represents
what you would actually do, or select the response that would lead to a personality profile
suitable for your profession.
Rule 3: It's about how you behave at work.

Personality tests usually ask questions about your general life preferences, about how you
typically behave, about how your friends would describe you, and about how you believe
people should behave in general.
However, the recruiter isn't interested in knowing how you really behave in life; the sole
purpose of these questions is to assess how you would behave at work. Your future on-the-
job behavior is the only thing that interests the recruiter.
Here are a few examples of statements that refer to your personal life, but which really aim to
understand your work behavior:
 I aim to become a leader in my community.
 I have no problem telling people they're wrong.
 I read at least one book a month.
Recruiters assume that the way you act with friends and family, and that what you generally
think of people is indicative of the way you behave at work. They base their views on the
perception that people's behavior is stable across situations and that by asking about your
general conduct and attitudes they will be able to predict your on-the-job behavior.
Our experience at Job Test Prep has shown us that this assumption isn't always true. People
can be warm and empathic at home and rational and assertive at work, especially if the
position demands it of them. People can be lively and talkative with friends, but if their job
requires it, they can be reserved and calculated. One of the beautiful things about human
beings is that they can learn and adapt their behavior to fit different roles and situations.
Psychologist's Case Study:

I recently prepared an army officer who was getting ready to be assessed for a possible
promotion to a senior position. After analyzing his personality test, my first reaction was,
"Excuse me, are you applying for a position as Mother Teresa?" He had scored extremely
high on the "warmth" scale, indicating that he was a warm, sensitive person who was
very attentive to others. When I confronted him, he said, "Look, the personality test
asked me how I behave with my friends and family, and the truth is I'm pretty warm to
them. But with my soldiers it's a different ball game; I'm pretty tough."
This case perfectly exemplifies how a personality test can be deceiving if you answer the
questions naïvely. When you answer, you have to think about your work behavior rather than
your general behavior. More importantly, you have to consider the demands of the job you're
applying for and answer accordingly.
To give an additional example, consider this question. Choose the sentence that best
describes you:
 My friends would describe me as:
A. warm-hearted and empathic
B. reserved and objective
You should approach this question as if it were asking you how your work colleagues, rather
than your friends, would describe you. In addition, if you really are generally warm with
colleagues at work, but the job you're applying for demands formality, you should ask
yourself if you can actually be formal with colleagues. If you can, answer accordingly: select
option B.
Let's go back to the army officer from the aforementioned example. Without the preparation
provided by Job Test Prep, the excessive warmth he displayed on his personality test could
have possibly prevented his promotion. Coming unprepared to a personality test and
displaying the wrong characteristics for the specific job you want can seriously harm your
career.
Rule 4: Each question focuses on a trait.

Personality tests contain long lists of questions that ask about your typical behavior and
feelings in different situations. Every personality test measures several traits. For example,
the famous 16PF questionnaire examines 16 traits. Each of these traits is measured using 10-
14 randomly presented questions.
Let's take one trait as an example and see how the following eight questions ask for almost the
same exact information.
1. When I sense that people dislike me, I usually feel offended.
2. If I sense that people dislike me, I get very anxious.
3. When I'm criticized, I avoid taking it personally. (reversed)
4. When I receive concrete criticism about my work, I don't feel personally offended.
(reversed)
5. What others think of me is no concern of mine. (reversed)
6. I have a tendency to take things personally.
7. When I'm teased, I take it in stride. (reversed)
8. People are generally too vulnerable and touchy and should toughen up for their own
benefit. (reversed)
Can you guess which characteristic these questions are trying to measure?
The answer is Resilience. It might seem obvious when the questions are grouped together, but
the real test may be trying to measure over 30 different traits, with the questions being
randomized. This makes it harder to identify the exact traits being measured in any given
question.
A high level of Resilience may suggest that you are too thick-skinned and that you don't take
criticism seriously enough. However, if you receive a very low Resilience score, this suggests
to the recruiter that you're highly sensitive and might not respond well to criticism, even if it
is constructive. Obviously, neither extreme is ideal, so it's best to aim for a score between the
two. For example, if a question asks if you feel offended when mocked in public, it is
acceptable to answer "true"—after all, you're only human. In general, however, try not to
indicate that you're too easily offended.
It's important to note that individual questions are meaningless as test administers don’t look
at one particular question but, rather, examine your overall answers. In general, test results
are analyzed automatically by a computer that groups your answers to the 10-14 trait-specific
questions. Your results for each specific trait are based on an average of the trait-specific
questions, which are then compared to the norms for your position.
Rule 5: Avoid getting too many extreme scores.

Possessing too many traits at an extreme level is considered undesirable, no matter which
position you're seeking. In general, try to avoid getting too many extreme scores.
Imagine that your results for each particular trait are scored on a scale from 1 to 10. An
extremely low score would be 1 or 2 out of 10. An extremely high score would be 9 or 10 out
of 10. You will get an extreme score if you answer either positively or negatively to every
question that refers to the same trait. Even if you want a high score on a certain trait, you
don't want to answer consistently to ALL questions that are looking at the same trait. Try to
consider each question separately, and think about the specific situation being asked about in
the question.
Important:
1. To avoid getting an extreme score, pay close attention to words like always, never, all
the time, and very often. These words should warn you that you have to be cautious
in the way you answer the question, even if you do want to emphasize a particular
quality.
2. To avoid getting an extreme score using the Likert format, you can rate your answer
using less extreme ratings, such as 6 instead of 7 or 2 instead of 1.
There are certain traits that at extreme levels are undesirable in most working environments.
You must pay especially close attention to these traits and avoid getting an extreme score on
them. You can find more detailed information about the trait definitions and explanations in
your personality profile.
You should avoid getting an extreme high score on:
● Directness
● Boredom Intolerance
● Anxiety
● Control
● Need for Attention and Recognition
● Decisiveness
● Empathic Involvement
● Deliberation
● Unconventionality
● Rich Fantasy
● Need for Company
● Thoroughness
Some of these traits are considered positive (Directness, Decisiveness, Thoroughness &
Deliberation). However, at their extreme, they are all undesirable in a working environment
and may prove to be problematic.
In addition, there are some other traits that you should avoid getting an extreme low score on
(for your convenience, the traits list is divided by domains):
Interpersonal Competency
Directness
Empathy
Deliberation
Participativeness
Dominance
Assertiveness
Friendliness
Sociability
Trust
Tolerance & Civility
Cognitive Functions
Analytical Skills
Motivation to Learn
Forward Thinking
Conceptual Elaboration
Flexibility
Generate Ideas
Unconventionality
Motivation & Drive
Service Orientation
Need for Attention and Recognition
Proactivity
Need for Company
Team Player
Achievement Striving
Conscientiousness
Good Organization
Planning
Conformity/Integrity
Self-Control & Stability
Perseverance
Energy
Autonomy
Thoroughness
Decisiveness
Emotion
Optimism & Well-Being
Resilience
Self-Confidence
Most of these traits are positive by nature and are desirable in any work environment,
regardless of profession. This does not mean that you must have a perfect score on these
traits, but scoring extremely low on these traits will ring an alarm bell.
There are some traits, such as Deliberation and Thoroughness, that can be found on both of
the lists above. This means that both too high and too low a score are undesirable for these
traits. The reason for this can be explained in the following manner:
The deliberation trait measures the tendency to think things through before acting or
speaking. Of course, it is crucial to think before speaking. However, too much thinking can
eventually prevent you from acting.
Rule 6: There are "right" and "wrong" answers.

One thing test administers always say about personality tests is that there are no right or
wrong answers. Moreover, the personality tests are often referred to as questionnaires rather
than tests, reinforcing the notion that indeed there are no "right" or "wrong" answers. This is
obviously not true. Personality tests are used for screening purposes to select the best
candidate for a particular job. Recruiters will, therefore, recommend candidates that best fit
the required criteria and job description. This means that there are right and wrong answers
as related to specific job criteria. Recruiters have an ideal candidate in mind for each job,
meaning they're looking for specific characteristics to fit each position. When recruiters
analyze your test results, they try to determine whether your personality matches the
personality of the ideal candidate.
Different positions require different personality characteristics. For example, the qualities
required to be a salesperson are very different from those required to be a clerk. Each
position requires different features. Employers use personality tests to ascertain if a
candidate has the characteristics the job requires. To successfully pass your personality test,
your responses must be compatible with the position for which you are applying. You can see
the desirable characteristics of your profession in the ideal profession profile that you
received as part of the personality test pack.
Once you know which characteristics are important for your position, the best way to prepare
is to be able to recognize questions related to them on the test.
Additionally, there are certain qualities that are desirable in most of work environments.
Assuming you possess these qualities to at least a certain extent, we advise that you
emphasize them, or, at the very least, make sure your personality profile report does not
suggest you lack them.
Such desirable qualities include:
● Flexibility
● Perseverance
● Team Player
● Degree of Conformity/Integrity
● Tolerance & Civility
● Self-Control & Stability
● Achievement Striving
● Good Organization
● Degree of Modesty
● Degree of Social Confidence
In addition, certain qualities are undesirable in almost all work environments. Assuming that
none of these qualities are dominant in your personality, you should try to eliminate them or
"weaken" them.
Such undesirable qualities include:

● Anxiety
● Boredom Intolerance
● Extremely Low Resilience
Rule 7: Your personality profile has to make sense.

Imagine that your personality is a puzzle with many pieces. Similar to a puzzle, some pieces
will match other pieces and some won't. In the end though, all the pieces fit together to form
a picture.
Let's imagine that dominance is an important piece in your personality puzzle. Dominance
usually occurs in tandem with other related traits, for instance Social Confidence. That is,
dominant people tend to feel socially confident. Dominance also often occurs in tandem with
Directness (speaking your mind). On the other hand, dominance generally doesn't occur in
tandem with traits like shyness or social anxiety.
To give another example, two personality traits that are commonly assessed on personality
tests are Participativeness and Team Playing. Participativeness is the extent to which a person
tends to consult with other people when making decisions, and Team Playing is the extent to
which a person enjoys working as part of a team. It's hard to imagine someone who's a team
player making decisions alone and failing to consult with colleagues.
At Job Test Prep, we've often observed job candidates trying very hard to make a good
impression on the personality test. These candidates try to answer the test questions in a way
that will guarantee they score very positively on a number of traits, even if these traits are
inherently contradictory. For example, some candidates present themselves as very
independent and dominant but also as very consulting-oriented, team-oriented, and humble.
This combination of traits simply doesn't make sense.
Your personality profile has to make sense! You must make sure to avoid contradictions in
your test answers. The following graph demonstrates traits that go together (the closer the
traits, the tighter the relation between them) and traits that contradict each other (features
that are on the counter side from each other).
Self-
Confidence
Resilience Perseverance
Dominance Planning
Control Conformity
Excitement Cognitive
Seeking Empathy
Need for Unconventi

Change onality
Rule 8: You're not perfect.
The phrase "nobody's perfect" isn't just a saying. Naturally, everyone has both strengths and
weaknesses. One of the most important things to remember when taking a personality test is
to respect your strengths but also to accept that you aren't perfect. Don't try to present
yourself as a perfect person because you couldn't possibly possess every desirable
characteristic. In fact, it's unlikely that anyone would receive a high score on all or on most of
the test's desirable characteristics.
Generally, people who are anxious and afraid of failure tend to overstate their skills. The
result is an exaggerated personality profile with many scores that fall into the high range. The
more relaxed you are when you take the test, the more you'll focus on the specific
characteristics that are important to your profession. It's important that you believe that you
actually do have the right personality for the job you seek. If you believe in yourself, you
won't have to exaggerate. Focus on the traits that are relevant and answer questions about
other traits realistically, and your personality profile will match the recruiter's ideal profile.

I often see anxious job candidates who try to hide their emotions by presenting
themselves as very calm. For example, they answer "false" to questions like "Sometimes I
worry about things." Clearly, this is not an honest response. Try to come across as neither
particularly relaxed nor particularly stressed. Our experience has shown that a worried
and unprepared candidate may project temporary feelings of apprehension onto the test,
and, consequently, he or she will score extremely high or low on the apprehension scale.
Rule 9: Be honest but sensible.

It's one thing to be honest, but quite another to be too honest. Imagine that the personality
test was a conversation with your boss: would you tell him or her everything about your
personal life? The personality test is not the forum to mention hidden fears, doubts, or
occasional mood swings. The personality test is not your friend or your therapist, as in
someone that you can trust with your private thoughts. It's the place to express honest, work-
related behavior. Ultimately, that's the only thing the assessors are really interested in.
Not long ago, I prepared a 37-year-old applicant for a series of selection tests. He'd
applied for a position as a job development trainer at a large international IT company.
The new position had very demanding working hours and responsibilities, but the
remuneration package was attractive.
After analyzing his personality test results, my first reaction was to ask him if this was
really the job he wanted. His responses seemed to be too honest, because they indicated
a severe difficulty with public speaking as well as a lack of social confidence. I asked him if
he could stand up in front of people and train them. He replied that he was an excellent
trainer even though he didn't always feel comfortable. I told him that his personality test
results suggested that if he were to enter a classroom to train people he would probably
faint!
Later on in the discussion, it was revealed to me that although it is hard for him to speak
in front of an audience, he had found some methods that helped him relax. However,
when he answered the question "do you find it difficult to talk in front of an audience," he
had just been honest and answered yes. He was being too honest.
This case is a perfect example of how being too honest can harm your chances of being
offered the job you want. Needless to say, if the recruiter had seen this applicant's personality
profile as our psychologist saw it, his application would have been rejected. During the test
you need to be calculated, focused and determined to do well. Be honest but sensible!
Rule 10: Believe in yourself.

Before you take a personality test, you must believe that you're the right person for the job.
This isn't a cliché. If you believe in yourself, this will act as a self-fulfilling prophecy. You will
project this confidence throughout the assessment process and hopefully land the position
you want.
Many people amplify their failures and minimize their successes. One of the major reasons
that people don't succeed on selection tests is excessive self-criticism. If you judge yourself
too harshly, you'll have difficulty presenting yourself positively on a selection test. People
who are highly self-critical find it hard to convince the recruiter that they're the best
candidates for the job. This is because they always find reasons why they're not good enough.
Before you take your selection tests, you must stop looking at yourself negatively. A day
before your test, take the time to sit down and make a list of your past work
accomplishments. Try to remember times when you took the initiative and your ideas were
accepted, times when you were promoted or commended, and successes that happened as a
result of your actions. Think about your personal contribution, regardless of the importance
of your job. Write down anything positive you remember about your professional behavior at
work.
Before you step into the assessment center, run through the list in your head. Visualize
relevant situations and scenarios. Think about how much you've contributed in past jobs and
how much you plan to contribute in your future job. Remind yourself that you have a lot to
give and that your future employer will appreciate your contribution. Even if you've made
mistakes in the past and were unsuccessful, consider how you want to change and move
forward in life, get a better salary, earn the respect of others, and enjoy what you do. We
have all experienced failure at some point. Try to consider your failures a learning experience
and see them as an opportunity to improve your abilities in the future. There is absolutely no
reason to see failure as a disaster.
A confident attitude will definitely help you answer the test questionnaire properly, improve
your results, and get the job.
Final Words
You now know that personality tests are often a very important aspect of the job selection
process and that they aren't to be taken lightly. You also learned that most of the common
personality tests on the market are based on self-reporting. This means that you, the
candidate, have the power to influence your personality profile results.
The secret to success on any selection test is to come prepared. You need to know what
characteristics are required for your position. (For detailed information about the
characteristics of your profession, you can see your ideal profession report.) You also have to
believe that you possess these characteristics and that you are well-suited for the job you
want.
When you take the personality test, make an effort to emphasize your relevant strengths. Try
to refrain from emphasizing strengths that aren't related to the position you seek. For
example, if you aren't applying for a managerial position, there is no reason to highlight your
leadership skills.
You've learned how to recognize the questions that relate to each personality characteristic
as well as how to obtain a high score on desirable traits. You've also learned how to avoid
scores that fall into the extreme range. Pay attention to words that express extremes, like
"never" and "always." When you see these types of words, you know to avoid falling into the
extremes of any particular trait. At the same time, try to choose the middle answer as little as
possible
You've learned how to recognize and avoid hidden obstacles embedded into most personality
tests, such as impression management questions.
Now that we've exposed the veil of secrecy surrounding personality tests, you can see that,
although they are quite complex, with proper preparation these tests shouldn't cause you too
much concern. Plan your strategy beforehand and come to the test relaxed and focused. In
this state of mind, there's no reason why you shouldn't excel on your personality test.
For more personality assessment practice, visit our website at:
www.jobtestprep.com
Good luck!

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Caliper Profile Guide

The Veil of Secrecy around Personality Tests 2

Stress and the Personality Test 3

How to read the instructions of a personality test 6

Ipsative Format Section 9

Caliper Profile Personality Traits 10

The Empathy Section 13

10 Golden Rules of Personality Testing 20

What Are Personality Tests?

The Veil of Secrecy around Personality Tests

Stress and the Personality Test

Here's another tricky example:

When applicants come prepared for a personality test:

How to Read the Instructions of a Personality Test

● Give the first answer that comes to your mind.

● Nobody is flawless; everyone has made mistakes.

Misleading Instruction #1: Just be yourself.

Misleading Instruction #2: There are no right or wrong answers.

 Ipsative format section

Ipsative Format Section

Each statement belongs to a different scale:

" I am prone to mood swings" – belongs to the Self Control scale.

Caliper Profile Personality Traits

Caliper Profile Trait Description Our Test Scale Sample Questions

The Empathy Section

Strongly Agree Mildly Neither Mildly Disagree Strongly

Strongly Agree Mildly Neither Mildly Disagree Strongly

Caliper’s Empathy section includes the following components:

Caliper Profile Trait Description Our Test Scale Sample Questions

The correct answer is 2.

The relationship between figure X and figure Y is as follows:

Answer 3 can be eliminated as the rectangles represent figure X, not figure Z.

Which tile is missing?

Choose the image that completes the pattern:

The correct answer is 2.

Please choose the answer that completes the series:

The correct answer is 91.

Caliper Profile Summary

10 Golden Rules of Personality Testing

Rule 1: It is in your hands.

Let's review these general rules in more detail.

Rule 1: It is in your hands.

Rule 2: Personality tests are not naive.

Obstacle # 1: Impression management questions

Let's discuss these obstacles in more detail.

Obstacle # 1: Impression Management

Here are a few typical impression management statements (True/False):

Obstacle #2: Consistency

Within a single trait

Here's an example of inconsistent responding:

Need for Company

Obstacle # 3: The Neutral Option

Strongly Disagree Disagree Neutral Agree Strongly Agree

2) might have answered randomly.

3) had a particular reaction to specific items.

Rule 3: It's about how you behave at work.

Psychologist's Case Study:

Rule 4: Each question focuses on a trait.

Rule 5: Avoid getting too many extreme scores.

You should avoid getting an extreme high score on:

● Need for Attention and Recognition

● Need for Company

Tolerance & Civility