Hiring firms give weight to 'style'

"Research shows that if you use a valid test," he says, "the person who does better ... has a higher probability of being successful on the job."

Experts say it's almost impossible to cheat on a personality test. Questions are phrased and rephrased to sift through inconsistencies in a candidate's statements.

Test takers should also be aware of the legal limits of testing. Employers must, for example, be able to show that the test relates to the job itself. In addition, the test used must not have an adverse impact on a group, such as women or blacks.

And because privacy laws differ from state to state, an employer must be extremely careful to not use tests that invade an employee's privacy.

"Sexual practices, religious and political beliefs, those are real danger zones," says Ron Schmidt, a principal at classactionstrategy.com and a lawyer specializing in tests. "If a test asks those questions, you should be concerned. You should look for ... alternatives."

Job seekers who think personality is becoming too great a focus in the hiring process might just be encountering an overzealous firm. Even test advocates are leery of too much reliance on the tools.

There is "a national obsession with personality," says Mr. Bobrow of The Context Group, noting that dwelling on personality can cause an interviewer to lose sight of real abilities. "Personality is sizzle," he says, "compared to the steak of performance."

Think you know your workplace strengths and weaknesses?

If you're angling for a job in management, you're likely to come across firms that are eager to take the measure of your leadership potential before making you an offer. One of the outfits to which companies turn for help: Vienna, Va.-based Intellicue.

Its "ExecMap" is a 20-minute, Web-based assessment that differs from other approaches, such as the well-known Myers Briggs, because it studies how an individual thinks - as opposed to examining behavior based on what an individual discloses about his or her habits and tendencies. (See the sample assessment at right. Answers, with analysis, opposite page.)

"Knowing how a person processes information in a variety of circumstances enables client companies to predict best 'fit' over the long term," says Derek Leebaert, Intellicue's chief executive officer. "In hockey terms, companies can 'skate to where the puck will be' in their people decisions."

Intellicue's brand of testing can also help firms probe their existing staffs for hidden "brain power," Mr. Leebaert says, and help them decide how to proceed with various forms of training.

"Everything is done online, with immediate reporting customized to the needs of the client company," he adds, citing as clients the global management-consulting firms Boyden International and A.T. Kearney/EDS.

"There are no 'good' or 'bad' results," he adds. "The findings depend on the business problem at hand."

Intellicue is based on the Structure of Intellect (S.O.I.) model of "multiple intelligences," developed for the Air Force to select and train fighter pilots during the cold war.

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