Personality and aptitude tests (psychometrics) are helpful for managing people and for understanding yourself. You should also consider using personality and aptitude tests if you are recruiting or developing people. A personality test aims to describe aspects of a person's character that remain stable throughout that person's lifetime, the individual's character pattern of behavior, thoughts, and feelings. Personality tests are used to determine your type of personality, your values, interests and your skills.

Personality tests range from the five-minute Color Quiz which is supposed to determine your personality type by the colors you select, to the Myers-Briggs Type Indicator which is one of the top-rated personality tests that helps assess your personality type and helps to explore career options.There are a variety of tests that measure your intelligence or aptitude, inventory your skills and assess your ability to succeed in a career.

There are many different types of personality tests. Common personality tests consist of a large number of items, where respondents must rate the applicability of each item to themselves.

Scoring : Personality tests can be scored using a dimensional or a typological approach. Dimensional approaches such as the Big 5 describe personality as a set of continuous dimensions on which individuals differ. Many, but by no means all, psychological researchers believe that the dimensional approach is more accurate, although as judged by the popularity of the Myers-Briggs tool, typological approaches have substantial appeal as a self-development tool.

Norms : The meaning of personality test scores are difficult to interpret in a direct sense. For this reason substantial effort is made by producers of personality tests to produce norms to provide a comparative basis for interpreting a respondent's test scores. Common formats for these norms include percentile ranks, z scores, sten scores, and other forms of standardised scores.

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