An individual faces a number of choices every day throughout his life and it is up to him to decide his fate by picking up an option from different choices. Of all the decisions taken, the career choice is definitely and unquestionably the most important one. Too many choices are seen as a good thing but when it comes to picking up a career it can be an issue. As has been highlighted by Zacher (2014) in their works, it has been identified that the career is dependent on the adaptability of the people and their abilities to manage the various emotions that trespass while managing their work. While identifying the abilities of an individual during career prospects and decisions in the relevant aspect, it has been observed that personalities play a definitive role, yet the dilemma about whether these personality tests are reliable or it is just a fad needs to be distinguished. The aim of this essay is to identify the validity of personality tests and their significance in the career choices of people. The essay would look into the points that prove that personality tests are reliable while contemplating the ones suggesting the opposite.
The ultimate test of one’s abilities to perform a task and manage things is not the personality but the way things are carried forward by him based on the academic background. It has been argued by Lounsbury, Sundstorm, Gibson, Loveland, and Drost (2016) that irrespective of the personality of individuals, the task assigned to them are performed in sync with the requirements and the occupational identity of the managers. Based on the research conducted by Lounsbury et al. (2016) it is believed that humans could plan their careers according to their temperament. However, several other people claim that character as a primary consideration is not reliable when an individual chooses a career. The main reason behind this belief is that people should consider how to let their studies play a role in work. To back this, it can be observed that there are a number of students who graduate from various universities every year. As has been highlighted by Yang and Chau (2016) there were about one million graduate students which covered postgraduate and undergraduate in the whole UK last year.
These students spent a large amount of money and time to get professional skills. For instance, the obtainment of a bachelor’s degree needs three years on a usual basis, particularly in the UK. As reported by Walker (2015) in the period, per undergraduate costs comes to about an average amount of 35,967 pounds. In this case, if people give up their subjects’ advantages which are hard-earned to judge which department they want to enter into from the aspect of personality. It could also be seen as a waste of resources. In addition to the investment made, individuals will have a relevant educational background which is required in some occupations.
It means people should not decide what they want to be and what kind of work they want to do on the basis of their character or preferences merely. For example, astronomer is known as a job that needs certain scientific skills. Consequently, a prerequisite for people who want to become an astronomer is to make sure that they have the right qualifications. Astronomy is mainly about the physics of the universe and astronomer chiefly focuses on researching stars and galaxies. Therefore, those researchers are required to handle well in the area of physics, mathematics, and chemistry. Thus, as has been suggested by van Vianen, Klehe, Koen, and Dries (2012) people need to identify their academic qualifications and their background when deciding on the jobs, they will have in the future. A further point is that the difference in gender is an assignable factor in choosing work. According to a survey conducted in the year 2012, women who worked in the field of engineering and information technology were limited to 6.5% and 13.7% respectively. On the contrary, it was found that there were about 83.3% and 82.1% of librarians and therapists where were female (Holt, 2012). It is known that engineers need people to have better abstract logic thinking, while therapists require practitioners who are more patient than the average person to treat patients. Thus, there is no doubt that educational background and gender preference are significant when people make a plan for their pursuit.
To ensure a fulfilling and happy career it is believed that the interest of an individual matters more than the qualifications. Through the reports published by Walker (2015), it has been identified that the personality test is useful in determining the fitness of an individual for a specific type of job. It is due to this that personality tests have become a huge business with a turnover of around $500 million per year which is on the verge of explosion. Furthermore, it has been reported by Spillane (2012) that there are more than 92% of employers consider psychometric testing as an important tool, which helps them to categorize considerable applicants from the non-deserving ones. One of the most popular tools that have been used for indicating the most promising candidates for a particular position is MBTI i.e. Myers-Briggs Type Indicator. Myers (2016) suggests that it is not a personality test but an indicator that helps individuals in developing an understanding of the type of personality they have. Even while making career choices, there is increasing attention being given to personality traits, which form an important factor in modern times. Moreover, there have been several studies that have shown that character and occupation have a direct relationship. In the works of Tolentino, Garcia, Lu, Restubog, Bordia, and Plewa (2014) it has been suggested that there exists a direct relationship between proactive personality, goal orientation, and career optimism. This signifies the fact that personality traits are relevant in the context of career selection and one should discover the interests and aim for future growth in the area of interest.
The work done without any interest is like a burden and one loses his/her focus, determination, and interest in going about with the same tasks throughout the lifetime. Thus, it can be said that the match between personality and career cannot be restrained and one should do what one feels passionate about. As has been highlighted by Vianen et al. (2012) that there exists a relationship between psychometric properties and the ability to perform a task out of personality traits and regulatory focus. In the light of this, it can be highlighted that the personality of an individual is influential and affects the career choices made by people. It is also helpful in estimating the probability of an individual being successful in an occupation or in a job. It is as a result of thinking that several organizations include personality tests as an important measure while recruiting employees and integrate MBTI for a full-fledged understanding of various aspects. Through the development of an understanding of the nature of things that satisfy & dissatisfy or disappoint an individual in their career, it gets easy to integrate measures so that the associated problems can be resolved (Booth, Murray, Overduin, Matthews, and Furnham (2015). This can further be strengthened when the individuals are able to relate to the career choices made by them and they enjoy their jobs. Thus, it can be concluded that it is in the interest of an individual and not the academic qualifications that a successful and fulfilling career can be ascertained.
The integration of personality traits and assimilation of the likes and dislikes of an applicant has taken an important place in the process of recruitment and HR departments. Sensation, intuition, feeling, and thinking are identified as the parameters that dominate an individual’s thought process and thus need to be worked upon for effective results. Fabio and Saklofske (2014) have suggested that it is important to compare ability and self-report the traits like emotional intelligence, fluid intelligence, and personality traits while taking a career decision. MBIT assessment is a successful discovery through which the personality of an individual and the suggested career options can be ascertained. With the help of this test, one can gain insights into their own nature and behavior while understanding the interaction patterns and also the ways to improvise their skills. Moreover, through the application of this assessment, it is possible to assess the communication abilities for team development along with the conflict and stress management possibilities of an individual. As has been highlighted by Spillane (2012) through the application of MBIT assessment by the HR department it would be possible to avail for career transition and planning, which in turn is helpful in guiding individuals on career choice and development. It is further possible to identify that the largest mean differences exist in the personality facets including impulsiveness, vulnerability, activity, and dutifulness.
Additionally, it has been identified that these traits dominate only when people are allowed to take up the profession of their own choice and are not forced into doing anything. It has further been suggested by Zacher (2014) that it is career adaptability that predicts subjective career success along with the personality traits and the self-evaluations took into consideration to the core. Through the inclusion and integration of measures that successfully identify the personality traits leading to better development of an individual by moving forward with the right career choices, productivity stays high with positive results all the time. It is essential to work on the personality while selecting applicants as personality traits are not subject to change and they lack the facility of adaptation. Therefore, it is easy to conclude that the personality traits, their integration, and the use of MBIT assessment for the recruitment process by the HR department can be significant in identifying the right applicants. Also, it can be stated that the personality of an individual has an important role in selecting a career that can be fulfilling as well as keep the individual happy and content.
Through this essay, it can be concluded that personalities do play a definitive role in making career choices and there is a significant effect on the interest of an individual in a particular task. The development of the idea that an individual should look for the role that is relevant to his academic skills is a theory of the past. It is believed that doing something about which one is not passionate enough spoils the task and also makes one lose his focus. Instead, as has been found, doing things one is passionate about is more productive and yields better quality results. In order to identify the type of personality and also characteristics of an individual, it is recommended that the MBTI assessment is utilized by the HR department. Through the integration of this assessment, it gets easy to identify the traits of an individual with respect to a particular requirement of an organization inclusive of leadership skills and team development expertise. The essay helps in developing an understanding of the ways jobs, careers, and new tasks can be made more palatable by the organization. Furthermore, the essay also helps in highlighting the fact that through the identification of dissatisfying and disappointing scenarios, organizations can aim at improving the conditions and resolving the relevant issues.
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