Personality and logical tests: how to prepare, practice, and use them
Ultimate Job Search Guide · Part 8.5
If you apply for jobs today, there’s a good chance you’ll face some kind of online test.
It might be a personality test (rate how much you agree with statements) or a logical reasoning test (solve number puzzles or pattern problems under time pressure).
One thing that's important to have in mind: many companies don’t actually know how to interpret these results very well. Some recruiters are trained and use them carefully. Others lean too much on the scores.
That’s why you should always ask for a chance to go through your results afterwards. In that follow-up you can explain, give examples, and show self-awareness. That way, the test becomes a conversation instead of just a number.
Why companies use these tests
From an employer’s perspective, tests make the process feel more structured:
- Everyone gets the same task → easier to compare.
- Extra data point → adds perspective on skills, style, and judgement.
- Highlights → who might thrive in specific types of work.
- Reduces bias → feels less subjective when many are involved in hiring.
⚠️ The risk is when companies treat the scores as the whole truth. On their own, tests are not enough. They only make sense when combined with interviews, work samples, and references.
Personality tests
Personality tests try to describe your natural tendencies at work — how you usually think, behave, and interact. They don’t measure skill, but give signals about style.
| Test | What it measures | Why employers use it |
|---|---|---|
| Big Five (OCEAN) | Openness · Conscientiousness · Extraversion · Agreeableness · Emotional stability | Well researched, balanced, common in many roles |
| Hogan | Strengths · Risks under stress · Values and motivators | Leadership hiring, deeper personality mapping |
| OPQ, 16PF, SHL | Preferences, motivation, fit with environments | Often used by corporates with detailed reports |
| MBTI (Myers-Briggs) | 16 “types” (e.g. INTJ, ENFP) | Less scientific, but gives simple language to discuss style |
How to approach personality tests
- Keep one frame: answer as “me at work on a normal week.”
- Don’t try to fake answers — most tools detect patterns.
- If results are shared, link traits to examples:
- High conscientiousness → “I use checklists so projects don’t slip.”
- Lower extraversion → “I build strong 1:1 relationships with colleagues.”
Logical and ability tests
These are timed exercises that test how you handle information quickly and accurately.
| Type | What it looks like | Key to succeed |
|---|---|---|
| Numerical reasoning | Charts, ratios, % growth, basic maths under time | Focus on speed and accuracy |
| Verbal reasoning | Read short texts, decide true/false/cannot say | Stick only to what’s written |
| Inductive reasoning | Pattern spotting in shapes/sequences | Identify rules, avoid overthinking |
| Deductive reasoning | Logic puzzles (All A are B, etc.) | Externalise rules on paper |
How to prepare
- Do a few practice tests so the format feels familiar.
- Use a two-pass method → solve easy first, then return.
- Watch time → don’t sink minutes into one question.
- Use notes/sketches → avoid simple mistakes.
Situational judgement tests (SJT)
Short workplace scenarios where you rank or pick responses. They measure judgement, prioritisation, teamwork.
Example: “You realise a project deadline will be missed. What do you do?”
Good answers usually:
- Clarify what’s happening.
- Take responsibility for what you can influence.
- Involve the right people.
- Balance immediate action with long-term impact.
Mistakes that often happen
| Mistake | Why it happens |
|---|---|
| Not reading instructions carefully | Rushing to “just start” |
| Mixing contexts | Switching between “me at work” and “me in private” |
| Faking “perfect” answers | Creates inconsistent patterns |
| Freezing on one hard puzzle | Lose time instead of moving on |
| Overloading reports | Hide the main point in noise |
👉 Most mistakes come from rushing. Pausing for 10 seconds to frame the task avoids many errors.
Why you should practice beforehand
Practice changes both performance and confidence:
- Recognise patterns in how you work and decide.
- Find words to describe your style in later interviews.
- Reduce stress when the real test feels familiar.
- Spot weak spots (e.g., rushing, misreading).
Practicing is not about chasing perfect scores. It’s about self-awareness and comfort.
Free places to practice
- 16Personalities — MBTI-style reflection.
- ListenLabs.ai — free AI-based tool for personality and communication style.
- SHL practice tests — free numerical, verbal, inductive samples.
- Matrigma sample — inductive reasoning test, often used in Nordic hiring.
- AI tools (e.g., ChatGPT) → prompt:
- “Give me 5 logical reasoning puzzles with answers.”
- “Create 5 situational judgement test scenarios for a graduate role.”
Try one of each type → builds both reflection and practice.
After the test
Don’t just accept results blindly. Take 10 minutes to reflect:
- Did the description feel accurate?
- Which parts felt easy vs. hard?
- Which work examples confirm or balance the results?
If the company doesn’t offer a feedback session → ask for one. Make it a dialogue, not just a score.
FAQ (SEO-friendly)
Q: Which personality tests are most common in hiring?
A: Big Five, Hogan, OPQ/16PF, and sometimes MBTI.
Q: What are logical reasoning tests?
A: Timed multiple-choice tasks with numbers, words, or abstract patterns.
Q: Can I prepare for these tests?
A: Yes. Free samples online + AI-generated practice questions are enough.
Q: How are results used?
A: Usually as one input, combined with interviews and work samples.
Q: What if I don’t agree with my results?
A: Ask for a follow-up and bring work examples that give balance.
What to remember
Tests can feel intimidating, especially when they appear early in a process. But they are only one part of hiring.
By practicing, staying calm, and discussing results afterwards, you make sure they don’t define you unfairly. Even more important, you gain self-knowledge — useful in every interview, team, and career step.
Previous: 8.4 Case interviews and problem-solving tests
Next: 8.6 Panel interviews & cultural fit – how to prepare and connect with a group
