The Princeton Personality Test

In this fast-paced Internet world, employers can no
longer rely on résumés alone. A résumé provides
only a one-dimensional view of a job applicant. To
make matters worse, many of the résumés are
misleading or "inflated" masterpieces. The Internet job
boards make applying for a job so easy that hundreds of résumés
are received for most positions posted. Reading all those résumés
wastes a lot of time and money . . . not to mention the high cost of
unproductive interviews that often follow. At best, it's an inefficient
hiring process. At worst, it practically ensures that the wrong candidates
will be hired. As Jack Welch, the former CEO of GE, says

"In the hands of the inexperienced,

résumés are dangerous weapons."

Many employers are discovering that the Princeton Personality Test
can give them a 3-dimensional view of the job applicant. Here's why:
Every position has its own unique set of personality traits that translate
into top performance. No one is good at everything. The personality
traits that make a person great at one job, can make them a bottom
performer at another job. Knowing which candidates have the right
traits gives the employer the insight to invite in the best candidates.

In essence, the Princeton Personality Test levels the playing field.
It helps job hunters with the right set of personality traits get noticed
and interviewed - in spite of their résumés. The test brings equality to
the hiring process. No longer are candidates chosen for interviews
based solely on a pretty or inflated résumé.