i prefer simple work related assignments agree or disagree

Some Answers to the Unicru personality test

Commentary by Timothy Horrigan ; January 27, 2009 (last updated November 15, 2011)

Many of us find ourselves in need of whatever dumb job we can get. And one dumb job which is still reasonably abundant even in these bad times is "Big Box" Retail . Many of these stores use a seemingly inscrutable personality test called the " Unicru " test. Even though I tend to be good at standardized tests and have even worked in the testing industry for a while , I have flunked this one a time or two. Happily, I found one of several answer keys which is floating around the internet, and I tweaked it a little.

I do have an MBA in Marketing from the Marshall School at the University of Southern California , and I did work for the educational testing company Measured Progress for a while, but I am not a trained psychologist. This is a totally unofficial key, based on random materials which have been floating around the web for years. Use it at your own risk. I got the basic info from a blogger named " Yowling Cat " on an autism/Asperger's blog called WrongPlanet . He or she got it from someone named Daniel. I tweaked it by sorting the prompts by the expected answers— which are always "Strongly Agree" or "Strongly Disagree."

You have four options to choose from, when asked whether a statement applies to you or not. Supposedly, the right answer is always "Strongly Agree" or "Strongly Disagree":

Strongly Disagree

Strongly Agree

There are (supposedly) 99 questions in this list. I have taken this test several times, and I am pretty confident all these questions are still in use, and I don't specifically recall any other questions, though there I would not be shocked if new ones got added. You will not have to answer all 99 of them, but you will be asked about half of these questions.

If you get enough right answers, you go in the Green pile and you may be called in for an interview. If you get almost enough right answers, there is a Yellow pile, which is used if no one from the Green pile wants the job. If you get too many wrong answers, you go in the Red pile and the store will be unable to proceed with the hiring process.

The general drift of the test is to try to make sure that you are honest and hard-working but not too ambitious— and you must be cheerful all the time and enjoy being around people all day. The answers are mostly straightforward. The only surprising answers are that they think it is good if you think that "You are somewhat a of a thrill-seeker" and that it is bad if you think "Many people cannot be trusted." To quote someone who commented on Reddit.com a while ago: "I find all of these tests are best approached by answering all the questions as Ned Flanders. "

The Unicru test is one of many HR-related products made by Kronos, Inc. of Chelmsford, Massachusetts.  

Click here to read an job-application letter I sent them back in 2002!

Click here to learn more about applying to Best Buy & similar employers!

Click here to read about the 6 steps in the Kronos/Unicru hiring process

November 14, 2011 Reddit thread "Applying for a job at Macy's and I see this…"

WrongPlanet blog thread

MelBel's Unicru hub

Audacious Shelley's HubPages.com article

Matt Burns's article "Personality Tests: Survival of the Phoniest"

Kronos's 6-step hiring process

80 people started working at Best Buy one day in 2006 without applying for a job first!

Merry Christmas from Bangalore!

My December 2, 2002 Kronos job letter

Hiring Success: The Art and Science of Staffing Assessment and Employee Selection (Pfeiffer Essential Resources for Training and HR Professionals) — the author, Dr. Steven Hunt, was for many years a manager at Kronos/Unicru

Kronos Retail Labor Index

undated (circa March 2009) Liekkisuki's Soapbox blog posting

blog also includes the "Unicru Assessment Guide" (in PDF format)

My January 29, 2009 DailyKos diary (about the same as this article)

January 7, 2009 Wall Street Journal article

February 16, 2006 Chico News-Review article: "Cult of Personalty Tests" by Wil Morat

August 27, 2004 StorefrontBacktalk.com posting (Unicru's David Scarborough says here that the test was designed to catch potential thieves.)

January 2002 Fast Company article, later recycled as blog posting

International Personality Item Pool: A Scientific Collaboratory for the Development of Advanced Measures of Personality and Other Individual Differences

Looks Good on Paper?: Using In-Depth Personality Assessment to Predict Leadership Performance (Columbia Business School Publishing) by Dr. Leslie S. Pratch (about how to identify executive job applicants with "active coping" skills and " high integrity ," using a four-hour-long test)

Getting a job scoring standardized tests

The Bartleby Project: urging you to simply answer "I prefer not to take this test."

My novel, The Forgotten Liars

Job Interview Questions ? Beat the Personality Test !

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• Game based assessments
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How To Pass Your Personality Test with Flying Colors: 7 Expert Tips

Here are our 7 hottest tips on how to pass your upcoming personality test. Sit back and relax and let us guide you along.

Page contents:

• 1. Answer honestly

2. Don't sit on the fence

3. avoid extreme answers, 4. be consistent, 5. answer in a work context, 6. practice self-awareness.

• 7. Stay calm and don't overthink it
• Now it's time to practise

Personality tests are a common tool used by employers to assess a candidate's suitability for a particular job or role. The employer will want to know if you're a good fit for the company and a personality test is a great way to find out without having to meet and interview every applicant. To increase your chances of passing a personality test, you can follow the tips below:

1. Answer honestly but with the company and position in mind

It is very difficult to distort the results of a psychometric personality test, however if you research what sort of person the company is looking for, you might be more likely to answer with that company's values in mind. Companies often list the competencies they are looking for in each role. It's worth reminding yourself of these before you take your personality test. Don't consciously try to answer how you think they want you to answer though as you are likely to get it wrong and if you're not answering honestly your answers will appear disjointed in the results.

Your first answer is probably the most accurate reflection of how you feel about a question.

The other thing to bear in mind is that the personality questionnaire instructions will usually tell you to answer in the context of work, not your social life.

If your personality test is online and you answer the questions in a manner that does not represent your true personality, then once they meet you it may be the case that they'll think you're not what they're looking for and you would have wasted some time. So it's best to answer fairly honestly.

Try not to answer too many questions with the response "Neither Agree nor Disagree" otherwise you will be in danger of appearing to be indecisive or lacking conviction.

It also makes it difficult for the test administrator to establish what you're really like and if they don't get a strong positive match to a role, they may put your application in the 'no' pile.

Conversely to the previous tip, you should also avoid answering every question with "Strongly Agree" or "Strongly Disagree". This might make you appear wildly sure of yourself or closed to others' opinions.

The questions will usually include some extreme statements to which not answering strongly agree or strongly disagree will be your natural response anyway.

Personality tests deliberately ask the same question more than once but phrased slightly differently. They do this not necessarily to check if you are answering truthfully, but more to measure just how strongly you feel about something. For example, if you really feel strongly about being honest, you will always answer "strongly agree" no matter how the question is phrased, but if you think that in some situations honesty isn't the best policy, you will moderate your responses. This will show up a scale in you results.

The personality test report seen by the employer will show how consistent you have been in your responses. If it shows that you're trying to manipulate your responses this won't be viewed favourably by the employer.

You may find yourself thinking "it depends" for a lot of answers, but remember the employer is interested in only how you might perform at work , so try to keep your responses in keeping with your work personality, they're not interested in your 'Frank the Tank' party persona. This approach will also help you imagine yourself in the scenarios presented and decide on your response.

Take some time before you start to reflect on your personality traits, strengths, and weaknesses, and how they relate to the job you're applying for. This can help you better understand yourself and provide more accurate answers on the test.

7. Stay calm and don't overthink

Avoid stress or anxiety as it can impact your responses. Take deep breaths, relax, and approach the test with a positive attitude.

Avoid overthinking your responses, as this can lead to inaccurate answers. Instead, rely on your instincts and trust your gut.

Remember, a personality test is just one aspect of the hiring process and does not determine your entire worth as a candidate. Stay positive, be yourself, and focus on showcasing your skills, experience, and motivation during the interview process. Good luck!

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What Are Personality Tests?

What are the different types of personality traits, desirable and undesirable personality traits, for what reasons are personality tests used in jobs today, how do personality tests work, how to measure personality tests, how should a manager use personality tests, how to pass personality tests – top tips (2024), frequently asked questions, how to pass personality tests for jobs (2024 guide).

Updated November 16, 2023

Personality tests determine personality or character traits. These personality assessments are usually given online during the job application process.

There are several formats used for these personality tests for jobs but the most common is a questionnaire .

Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the employer is looking for. It also determines how well you are going to fit into an organization, in terms of your personality, attitude and general work style.

In most working situations, it’s the personalities of the people involved that affect the day-to-day success of the organization.

If a manager can’t motivate their staff or the team doesn't work well together, then the quality of service and productivity will suffer.

Personality testing is a huge industry that has expanded greatly in the last decade.

There are currently well over 2,500 personality questionnaires on the market and each year dozens of new companies appear with new products.

Some of these products are broad-spectrum tests designed to classify basic personality types, some are designed to test candidates for suitability for a particular job and some are designed to test for particular traits – for example, honesty and integrity.

A downside to personality testing is that people are not always accurate when identifying their own personality traits and can sometimes choose answers to make themselves appear more likable.

Psychologists define personality as:

‘The particular pattern of behavior and thinking that prevails across time and contexts, and differentiates one person from another.’

A personality trait is assumed to be some enduring characteristic that is relatively constant as opposed to the present temperament of that person which is not necessarily a stable characteristic.

Consequently, trait theories are specifically focused on explaining the more permanent personality characteristics that differentiate one individual from another.

For example, being:

• Trustworthy
• Cheerful, etc.

The goal of psychologists is to understand the causes of individual differences in behavior. To do this, one must firstly identify personality traits and then determine the variables that produce and control them.

One of the first trait theories was developed in ancient Greece by the physician Galen who suggested that our personality was a reflection of the four humors (fluids) that were important in the human body.

If one of these humors dominated the others then the personality type associated with that humor would be observed.

The kind of strict categorization suggested by theories like Galen’s suggests that there very different types of personalities.

More recently, personality theories have leaned more towards the idea that we all have similar personality traits or characteristics, but the extent to which we possess that trait differs.

For example, we often classify people as tall or short, but we don’t really think that people must be either one or the other. We understand that height is a trait the some of us have more of than others, but we all have it to some extent.

If we accept the existence of common personality traits that we all have to varying extents, then the next stage is to agree on how to define them.

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Personality Traits Test: Factor Analysis

Psychologists have used a technique known as factor analysis in the personality tests to identify groups of items that are strongly inter-correlated (these groups of items are known as factors) and believe that these factors provide operational definitions of personality traits.

These traits are validated by correlations between scores on these factors and observed behavior.

For example, a factor emphasizing extraversion would be correlated with outgoing behavior.

Personality Trait Test : The Big Five Personality Traits Model

Modern personality theory is a relatively new field and really began in the 1920s.

For more on the history of personality theories, see our dedicated article .

Costa & McCrae’s 'five trait' model has received significant support from other research and is now widely accepted among psychologists.

Each of these five personality traits describes, relative to other people, the frequency or intensity of a person's feelings, thoughts or behaviors.

Everyone possesses all five of these traits to a greater or lesser degree. They exist on a continuum rather than as attributes that a person does or does not have.

These five traits/factors are:

1. Extraversion Personality Trait – How ‘energetic’ one is

Extraversion is marked by pronounced engagement with the external world. Extraverts enjoy being with people, are full of energy and often experience positive emotions.

They tend to be enthusiastic, action-oriented, individuals who are likely to say yes to opportunities for excitement.

In groups, they like to talk, assert themselves and draw attention to themselves.

Introverts lack the exuberance, energy and activity levels of extraverts. They tend to be quiet, low-key, deliberate and disengaged from the social world.

Their lack of social involvement should not be interpreted as shyness or depression; the introvert simply needs less stimulation than an extravert and prefers to be alone.

The independence and reserve of the introvert is sometimes mistaken as unfriendliness or arrogance. In reality, an introvert who scores high on the agreeableness dimension will not seek others out but will be quite pleasant when approached.

2. Agreeableness Personality Trait – One’s level of orientation towards other people

Agreeableness reflects individual differences in concern with cooperation and social harmony.

Agreeable individuals value getting along with others. They are therefore considerate, friendly, generous, helpful and willing to compromise their interests with others.

Agreeable people also have an optimistic view of human nature. They believe people are basically honest, decent and trustworthy.

Disagreeable individuals place self-interest above getting along with others.

They are generally unconcerned with others' well-being and therefore are unlikely to extend themselves for other people. Sometimes their skepticism about others' motives causes them to be suspicious, unfriendly and uncooperative.

Agreeableness is obviously advantageous for attaining and maintaining popularity. Agreeable people are better liked than disagreeable people. On the other hand, agreeableness is not useful in situations that require tough or absolute objective decisions. Disagreeable people can make excellent scientists, critics or soldiers.

3. Conscientiousness Personality Trait – How ‘structured’ one is

Conscientiousness concerns how we control, regulate and direct our impulses.

Impulses are not inherently bad; occasionally time constraints require a snap decision, and acting on our first impulse can be an effective response.

Also, in times of play rather than work, acting spontaneously and impulsively can be fun.

Nonetheless, acting on impulse can lead to trouble in several ways. Some impulses are antisocial.

Uncontrolled antisocial acts not only harm other members of society but also can result in retribution toward the perpetrator.

Another problem with impulsive acts is that they often produce immediate rewards but also undesirable, long-term consequences.

Impulsive behavior, even when not seriously destructive, diminishes a person's effectiveness in significant ways:

Acting impulsively disallows contemplating alternative courses of action, some of which would have been wiser than the impulsive choice.

Impulsivity also sidetracks people during projects that require organized sequences of steps or stages.

Accomplishments of an impulsive person are therefore small, scattered and inconsistent.

A hallmark of intelligence, what potentially separates human beings from earlier life forms, is the ability to think about future consequences before acting on an impulse. Persons who score high on the conscientiousness scale are perceived by others as intelligent.

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4. Neuroticism Personality Trait – Tendency to worry

Freud originally used the term ‘ neurosis ’ to describe a condition marked by mental distress, emotional suffering and an inability to cope effectively with the normal demands of life.

He suggested that everyone shows some signs of neurosis, but that we differ in our degree of suffering and our specific symptoms of distress.

Today, neuroticism refers to the tendency to experience negative feelings.

Those who score high on neuroticism may experience primarily one specific negative feeling such as anxiety, anger or depression, but are likely to experience several of these emotions.

People high in neuroticism are emotionally reactive. They respond emotionally to events that would not affect most people and their reactions tend to be more intense than normal.

They are more likely to interpret ordinary situations as threatening, and minor frustrations as hopelessly difficult. Their negative emotional reactions tend to persist for unusually long periods, which means they are often in a bad mood.

These problems in emotional regulation can diminish a neurotic's ability to think clearly, make decisions and cope effectively with stress.

At the other end of the scale, individuals who score low in neuroticism are less easily upset and are less emotionally reactive. They tend to be calm, emotionally stable and free from persistent negative feelings.

Freedom from negative feelings does not mean that low scorers experience a lot of positive feelings; the frequency of positive emotions is a component of the extraversion domain.

5. Openness to Experience Personality Trait – Tendency to be speculative and imaginative

‘Openness to experience’ describes a dimension of cognitive style that distinguishes imaginative, creative people from down-to-earth, conventional people. Open people are intellectually curious, appreciative of art and sensitive to beauty.

They tend to be, compared to closed people, more aware of their feelings. They tend to think and act in individualistic and nonconforming ways.

Intellectuals typically score high on openness to experience.

Another characteristic of the ‘open’ cognitive style is a facility for thinking in symbols and abstractions far removed from concrete experience.

Depending on the individual's specific intellectual abilities, this symbolic cognition may take the form of mathematical, logical or geometric thinking, artistic and metaphorical use of language, music composition or performance, or one of the many visual or performing arts.

People with low scores on openness to experience tend to have narrow, common interests. They prefer the plain, straightforward and obvious over the complex, ambiguous and subtle.

They may regard the arts and sciences with suspicion, regarding these endeavors as abstruse or of no practical use. Closed people prefer familiarity over novelty; they are conservative and resistant to change.

Openness is often presented as healthier or more mature by psychologists, who are often themselves open to experience. However, open and closed styles of thinking are useful in different environments.

The intellectual style of the open person may serve a professor well, but research has shown that closed thinking is related to superior job performance in police work, sales and many service occupations.

Remember, none of the five traits is in themselves positive or negative; they are simply characteristics that individuals exhibit to a greater or lesser extent.

Each of the big five personality traits is made up of six facets or sub-traits. These can be assessed independently of the trait that they belong to.

The 6 Facets of Extraversion

Friendliness. Friendly people genuinely like other people, make friends quickly and openly demonstrate positive feelings toward others. Low scorers in friendliness are not necessarily cold and hostile, but they do not reach out to others and are perceived as distant and reserved.

Gregariousness. Gregarious people find the company of others pleasantly stimulating and rewarding. Low scorers do not necessarily dislike being with people sometimes, but their need for privacy and time to themselves is much greater than for individuals who score high on this scale.

Assertiveness. High scorers in assertiveness like to speak out, take charge and direct the activities of others. They tend to be leaders in groups. Low scorers tend not to talk much and let others control the activities of groups.

Activity level. Active individuals lead fast-paced, busy lives. People who score low on this scale follow a slower and more leisurely pace.

Excitement-seeking. High scorers on this scale are easily bored without high levels of stimulation. They are likely to take risks and seek thrills. Low scorers are overwhelmed by noise and commotion and are adverse to thrill-seeking.

Cheerfulness. This scale measures positive mood and feelings, not negative emotions (which are a part of the neuroticism domain). Persons who score high on this scale typically experience a range of positive feelings, including happiness, enthusiasm, optimism and joy. Low scorers are not as prone to such energetic, high spirits.

The 6 Facets of Agreeableness

Trust. A person with high trust assumes that most people are fair, honest and have good intentions. Persons low in trust may see others as selfish, devious and potentially dangerous.

Morality. High scorers on this scale see no need for pretense or manipulation when dealing with others and are therefore candid, frank and sincere. Low scorers believe that a certain amount of deception in social relationships is necessary. Low scorers are not unprincipled or immoral; they are simply more guarded.

Altruism. Altruistic people find helping other people genuinely rewarding. Doing things for others is a form of self-fulfillment rather than self-sacrifice. Low scorers on this scale do not particularly like helping those in need. Requests for help feel like an imposition rather than an opportunity for self-fulfillment.

Cooperation. Individuals who score high on this scale dislike confrontations. They are willing to compromise or deny their own needs to get along with others. Those who score low on this scale are more likely to intimidate others to get their way.

Modesty. High scorers on this scale do not like to claim that they are better than other people. In some cases, this attitude may derive from low self-confidence or self-esteem. Those who are willing to describe themselves as superior tend to be seen as disagreeably arrogant by other people.

Sympathy. People who score high on this scale are tender-hearted and compassionate. They feel the pain of others vicariously and are easily moved to pity. Low scorers are not affected strongly by human suffering. They pride themselves on making objective judgments based on reason. They are more concerned with truth and impartial justice than with mercy.

The 6 Facets of Conscientiousness Facets

Self-efficacy. Self-efficacy describes confidence in one's ability to accomplish things. High scorers believe they have the intelligence (common sense), drive and self-control necessary for achieving success. Low scorers do not feel effective and may have a sense that they are not in control of their lives.

Orderliness. Persons with high scores on orderliness are well-organized. They like to live according to routines and schedules. Low scorers tend to be disorganized and scattered.

Dutifulness. This scale reflects the strength of a person's sense of duty and obligation. Those who score high on this scale have a strong sense of moral obligation. Low scorers find contracts, rules and regulations overly confining. They are likely to be seen as unreliable or even irresponsible.

Achievement-striving. Individuals who score high on this scale strive hard to achieve excellence. They often have a strong sense of direction in life, but extremely high scorers may be too single-minded and obsessed with their work. Low scorers are content to get by with a minimal amount of work and might be seen by others as lazy.

Self-discipline. People who possess high self-discipline can overcome reluctance and stay on track despite distractions. Those with low self-discipline procrastinate and show poor follow-through, often failing to complete tasks – even tasks they want very much to complete.

Cautiousness. Cautiousness describes the disposition to think through possibilities before acting. High scorers take their time when making decisions. Low scorers often say or do the first thing that comes to mind without deliberating alternatives and probable consequences.

The 6 Facets of Neuroticism Facets

Anxiety. The ‘fight-or-flight’ system of the brain of anxious individuals is too easily and too often engaged. Therefore, people who are high in anxiety often feel like something dangerous is about to happen. Persons low in anxiety are generally calm and fearless.

Anger. High scorers feel enraged when things do not go their way. They are sensitive about being treated fairly and feel resentful and bitter when they feel they are being cheated. Low scorers do not get angry often or easily.

Depression. This scale measures the tendency to feel sad, dejected and discouraged. High scorers lack energy and have difficulty initiating activities. Low scorers tend to be free from these depressive feelings.

Self-consciousness. Self-conscious individuals are sensitive about what others think of them. Their concern about rejection and ridicule causes them to feel shy and uncomfortable abound others. Low scorers, in contrast, do not suffer from the mistaken impression that everyone is watching and judging them. They do not feel nervous in social situations.

Immoderation. Immoderate individuals feel strong cravings and urges that they have difficulty resisting. They tend to be oriented toward short-term pleasures and rewards rather than long-term consequences. Low scorers do not experience strong, irresistible cravings and consequently do not find themselves tempted to overindulge.

Vulnerability. High scorers experience panic, confusion and helplessness when under pressure or stress. Low scorers feel more poised, confident and clear-thinking when stressed.

The 6 Facets of Openness Facets

Imagination. To imaginative individuals, the real world is often too plain and ordinary. High scorers on this scale use fantasy as a way of creating a richer, more interesting world. Low scorers are on this scale are more oriented to facts than fantasy.

Artistic interests. High scorers on this scale love beauty, both in art and in nature. They become easily involved and absorbed in artistic and natural events. Low scorers lack aesthetic sensitivity and interest in the arts.

Emotionality. High scorers have good access to and awareness of their own feelings. Low scorers are less aware of their feelings and tend not to express their emotions openly.

Adventurousness. High scorers on adventurousness are eager to try new activities, travel to foreign lands and experience different things. They find familiarity and routine boring and will take a new route home just because it is different. Low scorers tend to feel uncomfortable with change and prefer familiar routines.

Intellect. Intellect and artistic interests are the two most important, central aspects of openness to experience. High scorers are open-minded to new and unusual ideas and like to debate intellectual issues. Low scorers prefer dealing with people or things rather than ideas. They regard intellectual exercises as a waste of time. Intellect should not necessarily be equated with intelligence; although high scorers score slightly higher than low-Intellect individuals on standardized intelligence tests.

Liberalism. Psychological liberalism refers to a readiness to challenge authority, convention and traditional values. Psychological conservatives prefer the security and stability brought by conformity to tradition. Psychological liberalism and conservatism are not identical to political affiliation, but certainly incline individuals toward certain political parties.

It is possible, although unusual, to score high in one or more facets of a personality trait and low in other facets of the same trait. For example, you could score highly in imagination, artistic interests, emotionality and adventurousness, but score low in intellect and liberalism.

All employers see some personal qualities as desirable .

For example:

If a potential employee seems to be missing any one of the personal qualities listed above then they will almost certainly be screened out by the personality test.

This is true even if the job they are applying for does not explicitly require the personal quality in question.

Conversely, all employers see some personal qualities as undesirable .

It would be difficult to find an employer who would offer a job to anyone who appeared to have any of the undesirable personal qualities.

Any doubts about your honesty or any hint of a tendency towards angry or violent behavior will put you out of the running immediately.

However, even if you are scrupulously honest and not prone to anger, the way that some questions are interpreted can cause doubts to be raised about both your honesty and your stability.

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Honesty/Integrity

People applying for jobs in retail, banking or the security services industries are often asked to take an integrity test which claims to predict if they will lie, cheat or steal on the job.

These questions appear more frequently in personality tests in the US than elsewhere.

The important thing is that the job personality tests that use these questions are not interested in mitigating circumstances. They want clear answers and they had better be the right ones.

Whatever you may think privately, you should strongly agree with all of the following types of questions:

• Most people are honest by nature
• Most people can be trusted
• Very few people steal at work
• Teenagers who shoplift should always be punished
• Most people have never shoplifted as teenagers
• Employees who leave work early without permission are stealing
• If someone is undercharged in a shop they should tell the cashier

You should strongly disagree with all of the following types of questions:

• It is human nature to steal from others
• The laws against shoplifting are too harsh
• Most people can not be trusted
• Teenagers often go through a shoplifting stage

You need to be perceived as someone with a rigid sense of right and wrong and with no room for moral ambiguity whatever the circumstances.

You should never admit to even knowing anyone who has engaged in crime of any sort or who has ever used drugs.

Any hint that you are prone to anger at work will most likely mean the end of your job application.

These types of personality test questions may also refer to vandalism at work, including computer viruses and hacking.

You should strongly agree with all of the following personality quiz questions:

• I have almost never become angry at work
• People who know me would not say I had a temper
• I cannot remember the last time I lost my temper at work
• People who get angry at work should receive counseling

You should strongly disagree with the following types of questions:

• Sometimes my co-workers annoy me
• It’s normal to lose your temper at work occasionally
• When driving, I sometimes get angry with other road users
• Computer hackers are punished too harshly

You need to be perceived as someone who disapproves of anger and anger generated behavior in the workplace.

You need to show that you cope well with stress and that you have not and suffered any stress-related health problems.

You should agree or strongly agree with all of the following personality test questions types:

• I rarely worry about how well I'm doing at my job
• I never get upset if my work is criticized by my manager
• I have a positive relationship with my co-workers
• I have confidence in my ability to handle my work responsibilities
• I have never suffered physical symptoms due to stress at work

You should disagree or strongly disagree with all of the following types of questions:

• Work is the most stressful thing in my life
• Sometimes I don't feel able to handle all my work responsibilities
• I sometimes worry about losing my job because of office politics
• I have had counseling to help me cope with stress
• I have sometimes lost sleep worrying about work

You need to show that stress has minimal impact on your relationship with others in the workplace, that it does not affect your productivity and that it has never led to any time off work.

Employers expect staff to be totally committed to the organization and to getting the job done.

You should agree or strongly agree with personality questions of this type:

• Work is the most important thing in my life
• I admire people who work long hours
• People who know me say I work too hard
• I am nearly always happy to work late or over a weekend if needed
• Employees should be expected to work extra hours to finish a job on time

You should disagree or strongly disagree with personality questions of this type:

• I know many people who work themselves too hard
• Work can be an addiction just like gambling
• I really look forward to my annual vacation
• I feel sorry for people who put in long hours at work
• Vacations are very important to me

You need to be seen as the employee who will go the extra mile every time.

Determination, persistence and the willingness to do whatever it takes to achieve your goals are the things that employers are looking for.

Extraversion

Some jobs have become synonymous with extrovert personalities.

Sales is one example, it is difficult to imagine a successful salesperson who is not naturally extroverted.

However, for almost all jobs, not just sales, employers prefer extroverts over introverts every time.

The reasons for this are twofold:

Even people in highly technical jobs work in teams for much of the time, they need to get on with people and get them to cooperate to get the job done.

Most employers take a long term view of the people they employ. The person employed today to input figures into spreadsheets could be working as a supervisor or manager in a couple of years and it is better if they appear to have some of the attributes that will be needed in the future.

Obviously, there is no point in trying to pretend that you are highly extroverted if you are not. Psychologists believe extroversion/introversion to be the most difficult personality trait to consciously change. However, you most definitely do not want to appear to be too introverted.

You should strongly agree with all of the following types of personality questions:

• I almost never feel bored at parties
• I am usually described as an outgoing person
• It's easy for people to see my moods
• Almost none of my friends are quiet and reserved
• I find it easy to keep a conversation going
• In social settings, I enjoy introducing myself to an unfamiliar person

You should strongly disagree with all of the following types of personality questions:

• I am usually quiet and reserved at social gatherings
• In conversations, I like to let the other person do most of the talking
• I do not enjoy chatting with strangers
• I find it more productive to work alone than as part of the group
• I avoid being the center of attention whenever possible
• I sometimes try to avoid meeting new people

Leadership qualities in professionals at all levels of management play a key role in business success and there has been an increasing interest in the qualities that make someone a leader rather than just a boss.

Many of the graduate and management personality tests try to determine your leadership qualities.

Whatever type of job you are applying for, showing some of these qualities is probably a good thing.

Once again, there is no point in trying to pretend that you are a natural leader if you are not, but you don't want to give the impression that any sort of leadership is beyond you.

You should strongly agree with the following types of personality test questions:

• I have a strong set of personal goals
• Every person has the potential to be creative at work
• People can become more successful through the right motivation
• The great figures in history always looked at least five or 10 years into the future
• Many managers focus too much on details and not the big picture

You should strongly disagree with the following types of personality test questions:

• I rarely have a strong set of personal goals
• The majority of people are already inspired to do their best work
• Nothing motivates employees more than money or fear of losing their job

What Are The Personality Tests Used For Hiring in 2024?

There are many types of personality tests available. Here are some of the most popular personality tests for jobs that you might come across during your job hunt:

1. The Myers-Briggs Type Indicator (MBTI)

One of the most popular personality tests in the world is the Myers-Briggs Type Indicator (MBTI) , a psychological-assessment system based on the work of psychologist Carl Jung. Two and a half million Americans a year take the Myers-Briggs test.

The Myers-Briggs assessment is designed to measure preferences in how people see the world and make decisions.

The MBTI test classifies people into types based on four bi-polar dimensions:

• Extraversion-Introversion (E–I)
• Sensing-INtuition (S–N)
• Thinking-Feeling (T–F)
• Judging-Perceiving (J–P)

The sixteen personality types resulting from the cross-products of these four dimensions are illustrated below:

For more information on the Myers-Briggs test, see our dedicated article.

2. SHL Personality Test

The SHL test measures aspects of behavior that are crucial to performance potential which cannot easily be identified by other techniques, such as reading CVs and interviewing.

The SHL OPQ provides a clear, simple framework for understanding the impact of personality on job performance.

The SHL OPQ is available in more than 30 languages and is administered online.

The questionnaire takes the majority of people less than 30 minutes to complete and a range of reports are available, providing clear, concise, graphical summaries of performance against job competencies.

Most of these reports are designed for use by line managers.

Popular reports include:

• The Manager Plus Report
• The Candidate Plus Report
• The Universal Competency Report
• The Sales Report
• The Team Development Report
• The Leadership Report

For more on the SHL test, see our dedicated article .

3. DISC Test

DISC is a behavioral model based on the work of William Marston PhD.

It focuses on styles and preferences of behavior which are classified by testing a person's preferences in word associations.

DISC is an acronym for:

• Dominance – Relating to control, power and assertiveness
• Influence – Relating to social situations and communication
• Steadiness – Relating to patience, persistence and thoughtfulness
• Conscientiousness – Relating to structure and organization

For more on the DISC test, see our dedicated article.

Personality tests for jobs are a great way for employers to pre-screen potential candidates for an interview and also to help rate a candidate before a hiring decision is made.

Many jobs attract hundreds of applicants. An easy way to cut down on time spent pre-screening applicants is to give a personality test.

You can also use personality assessment to help choose specific candidates that will enhance your current team by choosing personality traits that your current employees do not have.

Personality Is Important to Employers

There have been significant changes in the past 20 years in the way that organizations operate. For example, management styles tend to be less autocratic and there are usually fewer levels of management than there were.

The move, in the western world at least, towards more knowledge-based and customer-focused jobs means that individuals have more autonomy even at fairly low levels within organizations.

These factors have contributed to your personality being seen as more important now than it was in the past.

There are only three questions the employer has to answer during the selection process:

• Do you have the right skills and experience?
• Do you have the required enthusiasm and motivation?
• Are you a good culture fit? Are you going to fit in, in terms of your personality, attitude and general work style?

Personality has a significant role to play in providing answers to the second and third of these questions.

Employers Want a Legally Compliant Selection Process

Despite the controversy surrounding some aspects of personality testing, there has been a dramatic increase in the use of personality tests over the past ten years or so.

The single most frequently given reason for increases in testing is the need to have a selection process that can withstand legal challenges.

Increased test use can, therefore, be seen in part as a defensive strategy, adopted in response to regulation and legislation.

Many HR departments are keen to use resources that give a scientific or technical aspect to the HR function. Personality questionnaires do this very well as they are seen to give the notoriously subjective selection process some objective and scientific credibility.

Personality Tests Are Easy to Administer

Another factor is the ease with which these personality assessment tests can now be delivered online.

This approach has distinct advantages over paper and pencil tests:

• There is no need to print and distribute printed material. This has dramatically lowered the cost of test administration.
• Results can be processed immediately with no human input.
• There has been a growing acceptance of personality testing among the general public.
• There are now more suppliers producing a greater variety of tests. This has driven costs down even further and increased the choice of tests available to recruiting organizations.

The principle behind personality questionnaires is that it is possible to quantify your intrinsic personality characteristics by asking you about your feelings, thoughts and behavior.

You will be presented with statements describing various ways of feeling or acting and will be asked to answer each one on a two-point, five-point or seven-point scale.

1. I enjoy public speaking

A) True B) False

2. I have clear personal goals

A) strongly disagree B) disagree C) neutral D) agree E) strongly agree

3. I am good at dealing with difficult people

A) very strongly disagree B) strongly disagrees C) disagree D) neutral E) agree F) strongly agree G) very strongly agree

The number of questions you are expected to answer varies from about 50 to 200, depending on the duration of the personality test.

It is easy to see that some of the questions could be answered honestly in different ways depending on your particular interpretation of them on the day.

For example, take question 3 above, 'I am good at dealing with difficult people’.

Your answer to this question depends on your interpretation of two things:

First, 'good', does this mean good compared to other people in your office, good compared to the general public or good compared to some other group?

Second, 'difficult people', does this mean people who are abusive and violent, people who are withdrawn, people who are selfish or what?

The important point to remember is that even the best of the personality questionnaires used in selection are far from perfect.

However, even if we accept that these personality assessments tests do have some shortcomings, we still need to know what they are trying to measure and why.

The companies that produce personality tests and the human resources staff who use them invariably assessments to these tests as personality ‘questionnaires’ rather than ‘tests’.

This is done to avoid giving the impression that there are right and wrong answers and that the test can be either passed or failed.

Instead, a personality test will generate a personality profile that will be analyzed by the test provider and the employer.

It is important to remember that low, average and high scores on a personality trait questionnaire are neither intrinsically good nor bad. Scores and descriptions can only approximate your actual personality.

Whilst all of this may be true, in the real world, your personality assessment test results will likely have a significant influence on your chances of being rejected.

The following is an example 16-factor personality profile:

The interesting thing is that the individual who completed the questionnaire on which the profile is based has been successfully working in sales for over 20 years.

If she was looking for another sales job, her high score on the 'trusting' scale would almost certainly mean that her negotiating abilities would be ‘red-flagged’.

How could someone intrinsically so trusting be an effective negotiator?

If she was lucky and her previous track record was taken into account, she may get the opportunity to explain how she has managed to cope successfully in sales despite the high 'trusting' score.

More likely, in a field of other strong candidates, it would be enough to put her out of the running.

Human resources professionals would argue that personality questionnaires are not used in isolation and that they form only part of the whole selection process.

This is true as far as it goes, but you only need to look at the arithmetic of the recruitment process to see that the overwhelming majority of candidates need to be rejected for one reason or another.

Commercially available personality questionnaires produce very authoritative looking documentation and are often trusted to make evidence-based recruitment decisions, even though there can be anomalies in the data.

When it comes to preparing yourself for a personality test, the advice is usually limited to ‘just be yourself’.

This is a very inconsistent position to take.

After all, if you’re going to spend considerable time and effort preparing your resume and preparing for the interview, then why not prepare yourself for the personality questionnaire?

There are three approaches that you can take to the personality test:

You can be totally honest and make no attempt to influence the outcome

You can try to determine what characteristics you think the employer is looking for and try to fool the test accordingly

You can learn enough about how these tests work so that you can be honest whilst ensuring that you don’t blow your chances because one aspect of your personality comes over as too extreme or inappropriate

Qualities like honesty, integrity, motivation, extraversion and leadership are only some of the personal attributes that personality tests attempt to measure.

They do however represent areas where you can easily ‘blow’ your chances if you don’t understand what the employer is looking for.

Some of the other personality traits or facets may be equally as important – this will depend largely on the job you are applying for as well as the employer.

How much you choose to try and influence the resulting personality profile is something only you can decide.

Common sense would suggest that you should not attempt to influence the results too much as they will probably be seen to conflict with your past achievements and with how you are perceived at the interview.

Work Personalities

Most of us find some aspects of our jobs require us to modify our preferred behavior.

Perhaps you’re more assertive at work than at home or maybe you’re more inclusive.

The point is that we can and do deal with the demands of the workplace by adopting a ‘work personality’.

Most of us do this fairly effortlessly.

We accept that the world of work is not about living within our comfort zone all of the time and we all have the ability to step outside of our natural behavioral preferences to get something done.

One argument that you may hear is that if you try to influence the test results then you will have to operate outside of your personality type for 40 hours a week.

This is overstating the case to the point of absurdity; very few people would even consider applying for a job which was totally unsuitable for them.

Anecdotal evidence and personal experience suggest that a significant number of people can behave very differently between home and the workplace.

If you recognize in yourself this dichotomy between workplace and non-workplace behaviors then you should answer all personality test questions from a workplace perspective.

For example, consider the following statement:

1. It's easy for people to see my moods

You may wear your heart on your sleeve at home, but if you are much more guarded at work then make this clear in your answer by selecting C) or B) rather than D).

Despite all of the platitudes to the contrary, either you have the ‘right’ personality or you get rejected in favor of someone who has.

If you want the job then you had better find out what it is that the employer is looking for and make sure that your personality questionnaire answers reflect it.

At the very least, you need to make sure that you don’t blow your chances because one trait comes over as too extreme or inappropriate.

Remember, almost all of the interviewees have to be rejected.

The amount of effort you need to spend on engineering your personality questionnaire answers depends on two factors:

The organization – Some organizations have a distinct personality type that they actively try to recruit. This will usually be obvious from both their marketing material and their reputation. Any organization that promotes its people as being of a certain ‘type’ will probably be using personality questionnaires to reject anyone who doesn’t fit with the corporate image that they want to promote. This is common in management consultancies and in jobs above a certain level in big corporations.

The job – Some interviewers suffer from a very blinkered approach to what type of personality is required for particular jobs. For example, if the profile for successful salesmen indicates that extroversion is a desirable characteristic, you had better be sure that you score highly on this trait if you want the job.

Whilst you don’t want to pursue jobs that you are obviously unsuited for, you need to make sure that your personality questionnaire answers won’t cause any red-flags to appear in selection for jobs that you feel comfortable with, or where you already have a track record.

Do personality questionnaires take diversity into account?

The modern workforce is made up of people from a diverse array of ethnic and cultural groups, including many persons for whom English is not the primary language.

Some of these individuals may experience difficulty on standardized tests due to cultural differences or lack of mastery of the English language.

Depending on the nature of the job for which they are applying, this could mean that their test scores will not accurately predict their true job potential.

Do personality questionnaires take disabilities into account?

These situations must be handled with professionalism and sensitivity.

Properly handled, this can be accomplished without compromising the integrity of the assessment process.

Accommodation may involve ensuring physical accessibility to the test site, modifying test equipment or tests, or providing other forms of assistance.

Giving extra time for certain kinds of tests to test takers with dyslexia or other learning disabilities and administering a braille version of a test for the blind may be examples of reasonable accommodation.

Can I influence my results?

Despite the claims of test producers, it is very easy to cheat.

This is supported by a study conducted by the American Psychological Association which found that over 80% of job applicants who were hired after taking a personality test had intentionally manipulated their answers to make themselves look better.

Certainly, most tests contain some so-called impression control questions, designed to catch out candidates who are trying to give an overly good impression.

Unfortunately for the test designers, they have yet to develop any impression control questions which are not blindingly obvious.

These questions almost invariably use the words; ‘always’ or ‘never’ in relation to something where ‘occasionally’, ‘very occasionally’ or ‘usually’ would be an honest response.

Typical impression control questions look like this:

• I always finish what I start
• I always tell people exactly what I think
• I am always happy
• I can't remember ever being late for an appointment
• I have never acted on impulse
• I have never been annoyed with a coworker
• I have never disappointed anyone
• I have never failed to complete a work assignment on time
• I have never felt alone
• I have never felt angry at a supervisor or manager
• I have never felt sad
• I have never hurt anyone's anyone's feelings
• I have never lost a night's sleep worrying about something
• I have never made a mistake at work
• I never regret my decisions after I make them
• I never tell white lies
• I never worry if I make a mistake
• I've never been deliberately rude to anyone
• None of my close friends has ever upset me
• All of my work has been appreciated and valued by others

In all cases, you are being asked to agree to some unconditional statement – which is what gives these questions away.

You should answer these impression control questions honestly as disagreeing with a statement like ‘I never tell white lies’ will obviously not count against you.

The only area where there is any room for confusion about impression control questions is the honesty/anger/stress questions.

These are the only other types of questions where you may see ‘always’, ‘never’ and other unconditional statements and be expected to strongly agree or strongly disagree with them.

So, whilst you should strongly agree with a statement like: 'I have never become angry at work', it is OK to disagree with the statement 'I have never felt angry at a supervisor or manager'.

This is because the first statement is asking you if you have ever displayed unacceptable behavior at work, and you should obviously answer in the negative. The second statement is asking if you have EVER FELT angry at a supervisor or manager.

If your answer claims that you have never felt anger, then this suggests that either you are lying or you don't care sufficiently about your job to ever feel angry, neither of which makes you look like a desirable employee.

It is worth making a list of the honesty/anger/stress questions and the impression control questions and working through these systematically until you can appreciate the (sometimes) subtle differences between the two.

As a general rule, it is OK to admit to negative thoughts and feelings but do not under any circumstances admit to negative behavior in the workplace.

The best approach is probably to take the time to understand how these tests try to measure your personality and then to make sure that you don't allow any aspects of your personality to be perceived as inappropriate for the job.

Why should you take a personality test?

Taking a personality test is a great way to evaluate yourself. These tests help you identify and understand your strengths, weaknesses, and motivations. They suggest careers and roles that best suit you, and they help refine your social skills and personal development.

Knowing your traits and shortfalls allows you to manage social interactions and situations better – particularly in the workplace.

Which personality test is more accurate?

As personality tests assess so many different factors, it is difficult to say which one is the most accurate.

The two most popular ones are the Myers-Briggs test (MBTI) and the Big 5.

The MBTI assesses whether someone is an extrovert or introvert, has a sensing or intuitive preference when processing information and makes decisions based on feelings or thinking.

The results yield one of 16 personality types.

The Big 5 assesses openness, conscientiousness, extroversion, agreeableness, and neuroticism. It is considered the most scientifically sound personality test. Though all personality tests do have their limits.

Is the Myers-Briggs test scientifically validated?

Some argue that the Myers-Briggs test is statistically validated but not scientifically validated. This means that there is enough data available to back the theories Myers and Briggs created.

However, many argue that the Myers-Briggs is not accurate enough to be scientifically validated and therefore not a reliable measure of your personality .

What are some good personality tests?

The most popular personality tests are the Big 5, Myers-Briggs Type Indicator, Caliper Profile, 16 Personality Factor Questionnaire, SHL Occupational Personality Questionnaire, Birkman Method, 9 Personalities & Enneagram test, NEO Personality Inventory test, and the Jung Personality Test.

How reliable are personality tests?

Due to the amount of research and analysis that has gone into personality tests , they can be considered a reliable measure of your character.

However, as with any test, there are limits and negatives.

Sometimes the questions or scenarios are very black and white, asking for one reaction or statement. But the reality is, that we often react differently in the same situations. Our reactions come from the circumstances at the time and it is sometimes impossible to say for sure what our behavior will be.

The questions are also vague. In reality, we would have much more information to assess the situation or make a judgment.

The wording of the questions can sometimes be confusing and unclear.

It is also often the case that people lie on their tests because they want to appear as a certain type of person. If the reliability of personality tests comes from the data collected, then a large percentage of it is inaccurate.

Is the 16 personalities test scientifically accurate?

Some believe the 16 personalities test is scientifically accurate. But many others fail to see it as a scientifically credible test. Instead, it is considered a statistically accurate test.

Due to the number of people who have completed the 16 personalities test and the number of revisions it’s had, there is a high chance of it being accurate. But there are also many instances where the results have been inaccurate, either because of misunderstandings, generalizations, or untruthful answers.

What is the best website for the personality test?

The best websites for personality tests are:

• JobTestPrep

What is the future of personality testing?

With the continuous development of technology such as AI, personality testing can become more personalized and therefore more accurate.

It is also believed that emotional technologies that include automated coaching will play a role in future personality testing.

The Metaverse and virtual reality will also play a part, allowing candidates to work through scenarios as they would in real life.

This feeling of reality puts the candidate at ease and allows them to think and operate more as themselves.

Can you fail a personality test?

No, you cannot fail a personality test . There are no right or wrong answers. Instead, the recruiter will use your answers to determine how much of a match you are for the company’s culture.

So while you cannot fail a test, you can be unsuitable for a company.

Why do people fake personality tests?

People fake personality tests because they want the role they are testing for.

Many recruiters and employers use personality tests in the first stage of recruitment to eliminate a large number of unsuitable candidates.

Depending on the role, these pre-employment tests will measure aptitude for a topic or specialty, or they will assess your personality in comparison to the company culture.

Candidates will lie or manipulate their answers to appear as the perfect person for the role.

Which of the big five personality traits would be the easiest to fake in an interview?

The two personalities that are the easiest to fake are conscientiousness and neuroticism.

When applying for a job, the best one to fake out of the two is conscientiousness.

These personality types are methodical, dependable and organized. Knowing how a conscientious person thinks and what qualities they possess helps you select the answers that they would.

Take a Personality Test

If you are going to take a psychometric test, aptitude test or ability test as part of the recruitment process then you should download free psychometric tests from this website and work through them before you do the real thing.

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

SunTrust Blog

Unicru Personality Test Guide for 2022 & Tips on How to Pass the Test

– Unicru Personality Test Guide –

Unicru was a United States computer software company that produced a human resources software line built to aid companies in evaluating job applicants and their suitability for particular positions by giving them personality tests. 

What Is the Unicru Personality Test?

The Unicru personality test is a tool that was developed by psychologists to help businesses find exemplary employees.

The test’s content is owned and maintained by Kronos, a popular workforce-management company whose tools are used by a wide variety of small and large businesses.

The Unicru test is a mandatory component of the job application process for many major employers, including Best Buy, CVS, Walmart, Kroger, Lowe’s, Marriott, Starbucks, and others.

They use the questionnaire as a method of screening potential employees for undesirable characteristics that, in theory, might affect their work.

What Is the Test Like?

Unicru is nothing more than a personality test designed to find suitable applicants for jobs in retail and other customer-facing industries. Despite this, many who have taken the test find it confusing, stressful, or even offensive.

The  Unicru test uses a set of 100 or so questions.  Typically, about half of them are administered to you when you apply for a Big Box job.  

This test is the keystone of a bizarre online application that begins badly by telling you cannot submit a resume until you get an interview, followed by asking you for your mandatory social security number, followed in turn by a long series of disclaimers about criminal and financial background checks.

In theory, there are no right or wrong answers, but in fact, there are.  The options for each question are:

• Strongly Agree
•  Agree
•  Strongly Disagree

And the right answer is always #1 or #4.  Even though in real life everyone has mixed feelings about anything of any importance, in Unicru-land you must always be strongly positive about positive things and strongly negative about negative things.

 How Does It Work?

Many of the questions on the Unicru test seem pointless, but in reality, they are designed specifically to select individuals with a particular set of traits that researchers have decided are desirable in employees who deal with customers and coworkers regularly.

When Kronos receives a test, they give the applicant a score (which the applicant is unable to see) and forward that score to the company to which the applicant applied.

The company is only given contact information for the highest scorers, however.

No contact information is provided for those who didn’t score as well; they are ruled out entirely. This helps large companies that receive many applications save time by automatically eliminating candidates with traits that workplace psychologists have deemed undesirable.

Unicru Questions & Answers

Finally, we hope this guide is able to help you. If this article was helpful to you kindly share it massively with your friends on social media. Don’t forget to put down what you feel about this post in the comment section below.

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Interview Question: "How Would You Describe Your Work Style?"

What the Interviewer Really Wants To Know

How to answer interview questions about your work style, examples of the best answers, tips for giving the best response, what not to say, possible follow-up questions, frequently asked questions (faqs).

The Balance

In addition to learning about the skills you have that qualify you for a job, interviewers also want to know about how you work to determine if you're a fit for the role and the organization. Asking candidates to describe their work style is a way to decipher whether they are a good match.

While this  open-ended question  might seem vague, it allows you to show yourself in a positive light. In your response, you can strategically highlight how your work style is a good fit for the company at hand. 

Get tips on how to answer interview questions about your work style, what (and what not) to say when you respond, and review examples of the best responses.

Key Takeaways

• Interviewers ask about work style to help determine if a candidate is a good match for the company culture and work environment.
• Take the time to research the company. The more you know about the company's work environment and style, the more you'll be able to tailor your response to show that you'd easily fit in.
• Share examples of your work style when you respond. Examples are always more meaningful than a long string of descriptors (like "hard worker") that hiring managers hear all the time in interviews.

This question helps interviewers decide whether you will fit in well with the  company culture  and the requirements of the job. For instance, if you require complete silence and focus to work, but the office has a bustling, collaborative atmosphere (and an open floor plan), you might not be a strong fit.

When answering this question, it is important to keep the particular job in mind. Avoid clichés (like “hard worker” and “good communication skills”) and focus on specific elements of your work style that fit with the position and company. 

Watch Now: 4 Tips for Answering Questions About Work Style

This question is far easier to answer if you  do some research  before the job interview. Analyze the job listing to  match your qualifications with their requirements , and prepare answers that show how your work style makes you the best candidate for the job.

Then, go a little further. Review the company’s website, media kit (almost always available on their site), and social media presence to learn which qualities are most valued at the organization.

Most employers have a good idea of the kind of person who’ll succeed on their team, whether it's someone willing to do "whatever it takes" or a worker who'll build "lasting relationships."

It’s also important to be honest, while still highlighting the positive. Don’t claim to be a perfectionist if you’re a big-picture person; instead, emphasize your vision and commitment to quality.

Example Answer #1

My work style is extremely flexible—working on so many different projects requires me to be adaptive. In general, I try to work on one project at a time, working as quickly and efficiently as possible to achieve the best results. All of my projects require collaboration, so I use the team environment to check for errors. I am a perfectionist and a driven worker, and I think my clear communication skills allow me to bring out the best in any team, on any project.

Why It Works: This answer establishes the candidate's preferred work style (one project at a time) while also highlighting other key workplace skills, such as flexibility and collaboration. Unless the job description specifically calls for multitasking, this response ticks off a lot of positive in-demand qualities for candidates.

Example Answer #2

I am extremely dependable. I have rarely missed a day's work, and am known for coming in early and staying late to finish important tasks and achieve results. This dependability extends to my collaborative work as well. I always meet deadlines and help my teammates to meet theirs as well. For example, on my last project, a teammate was struggling to complete his assignment for the team, and I stayed late every day that week to help him not only complete his assignment, but exceed our initial estimated turnaround time for the project.

Why It Works: This answer gets its power from the examples provided. Hiring managers value employees who show a willingness to go the extra mile and support co-workers.

Example Answer #3

I always keep on top of my projects. Owing to my organizational skills and efficiency, I can successfully juggle multiple projects at once. While I complete most of my work independently, I greatly value input and will consult with team members to ensure we're all on the same track. I also appreciate checking in regularly with my boss to update her on my progress and ask about any issues that have arisen. This open communication helps me complete tasks efficiently and accurately.

Why It Works: This answer highlights the candidate's strengths and shows a flexible nature.

Think through your work style:  Do you work fast? Enjoy collaboration? Try to do your hardest project in the early morning? Have a preferred way of engaging with your manager? These are all things you can discuss in your answer.

Be brief:  You can't mention every aspect of your work style in your response, most likely, so focus on the elements that demonstrate your best qualities and fit with the job at hand.

Give examples:  Consider including a brief example that emphasizes your work style. For example, mention a time when your efficiency and  ability to multitask helped you complete an assignment a week before the deadline.

Be honest:  If you truly can't work when your desk is piled up with documents, be upfront. But do try to be cautious about any overly firm statements about your work environment needs.

If you're still not sure how to frame your response, consider focusing on one of these areas:

• Speed and accuracy: If you work quickly and efficiently, you might mention this in your answer, especially if the job requires meeting tight deadlines. However, it's important to impress the interviewer with your competency and accuracy, rather than just your speed. If you say you work at a fast and steady pace, emphasize the strategies you use to avoid making mistakes.
• Structuring your day: You may want to focus on how you organize your day. Do you prefer to do your most difficult tasks in the morning? Do you prefer to focus on one assignment at a time, or multitask? You might also mention how many hours you typically work. If you are someone who always goes above and beyond, and stays late to complete tasks, say so.
• Working alone or in collaboration: The employer might want to know whether you prefer to work solo or collaboratively. Think carefully about the job before answering this question. Most jobs require at least some collaboration, so even if you prefer to work alone, emphasize that you value others’ input.
• Taking direction: Another important element of your work style is how you like to communicate with your boss. Do you prefer to be guided, or do you like to be given a task and left alone to complete it? Thinking about your ideal relationship with your employer will help both you and the interviewer decide whether you are  a good fit for the job .
• Your communication style: If this job requires constant communication, you might want to emphasize how you communicate with employers, staff, and clients throughout the workday. Do you prefer to communicate by email, phone conversations, or face-to-face meetings? Again, think about what this job requires before you answer. Most jobs will require a combination of communication tactics. 

Give overly specific, rigid responses:  Unless you can very precisely nail down both the company and the interviewer's preferred work style, it's best not to be too definitive. If you say, "I work best alone" and the manager wants a team player, you'll have automatically disqualified yourself.

Use clichés:  During interviews, everyone is a hard worker, detail-oriented, and a team player. It's fine to claim these traits for yourself, but since these words and phrases are uttered so frequently, back them up with examples if you use them.

Be dishonest or fail to answer the questions:  While you do not want to be too specific and make yourself seem rigid, it's also unwise to be so vague in your response that the interviewer doesn't get a sense of you as an employee. We all have preferences when it comes to our workplace. This is your moment to share yours. If you truly dislike morning meetings, or have some other quirk, it may be worth mentioning it in your response.

• Describe the pace at which you work.  Best Answers
• Do you enjoy working in a fast-paced environment? - Best Answers
• Do you take work home with you?  Best Answers
• Tell me about your work ethic. - Best Answers
• What type of work environment do you prefer? - Best Answers

What should I do if my work style doesn't fit with the company's work environment?

You have a couple of options if the position doesn't seem like it's a good fit. You can think it over and consider whether you would be able to adjust your work style to mesh with that of the organization. If it doesn't seem feasible, you may want to withdraw your application for the position and consider other jobs that are a better match.

Should I send a thank-you note after a job interview?

It's always a good idea to send a thank-you note after an interview. The easiest way to show your appreciation for the interviewer's time is to send an email relaying your thanks and reiterating your interest in the job. You can also mention some of your key qualifications for the role.

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How to Write “Agree or Disagree” Essays for IELTS

Posted by David S. Wills | Jan 15, 2021 | IELTS Tips , Writing | 1

There are various types of essay that you may be asked to write in task 2 of the IELTS writing test, but one of the most common ones is the “agree or disagree” question. This will provide some kind of statement and then ask you whether (or to what extent) you agree or disagree.

In this article, I will tell you everything you need to know about writing an agree or disagree essay .

What is an “Agree or Disagree” IELTS Question?

There are various kinds of questions in IELTS writing task 2, and one of them is called “agree or disagree” because that is precisely what you are asked to do. The question will normally contain those words although there are slight variations:

• Do you agree or disagree?
• To what extent do you agree or disagree?

This question will follow a statement and your task is to give your reaction to that statement. As long as you can understand the precise nature of the statement, this question is quite to understand.

Note that some people would call this an “opinion essay” but I would disagree with that label. Whilst it is certainly a type of opinion essay, there are other question types that require your opinion, so this is a problematic label. Here’s my guide to opinion essays.

How Should I Answer an “Agree or Disagree” Question?

The important thing about this sort of IELTS question is that you answer the question directly . In other words, you should state whether you agree , disagree , or neither agree nor disagree .

Some people wonder whether it is possible to give a balanced answer and others seem to think that you must always give a balanced answer, but the truth is simple:

You can agree, disagree, or neither agree nor disagree. Any of these is acceptable.

Just pay attention to the exact wording of the question. If it asks “to what extent…?” then you should clearly state the extent to which you agree/disagree:

• Completely agree
• Partially agree
• Neither agree nor disagree
• Partially disagree
• Completely disagree

If it just says “Do you agree or disagree?” then you don’t necessarily need to give the degree and you could just say “I agree” or “I disagree.” However, it is better to provide more explanation and detail.

If you want a more in-depth discussion of the issue of balanced answers, you can read this article .

Structuring “Agree or Disagree” Essays

Some kinds of IELTS essay are easy to structure. For example, “ Discuss both views ” and “ Advantages and disadvantages ” questions can easily be answered with a predictable four-paragraph structure. However, “agree or disagree” questions require a little more thought. Sometimes it can be a little difficult to find the right structure.

Generally, I recommend writing four or five paragraphs and preferably just four. As such, here are two possibilities for structuring your “agree or disagree” essay:

As you can tell, the second structure is more complicated and thus there is more scope for mistakes in terms of Task Response or Coherence and Cohesion . However, if you do this right it can provide a more interesting and developed answer.

In any case, the important thing to know is that your structure should be coherent and logical. Your reader should never feel confused. If you make a plan before writing, this will really help you to stay on topic and deliver your views effectively.

Let’s look at an example:

Some people argue that the government should give every unemployed person a mobile phone and should make sure they have access to the Internet. They believe this is the best way of using public money to reduce the problem of unemployment. To what extent do you agree or disagree?

To answer this question, I would firstly decide the extent to which I agree or disagree. I disagree that it is the best use of public money, so I would structure my essay thusly:

Now let’s look at how I would write that essay:

Sample Band 9 Answer

It has been suggested that governments should give jobless people phones and internet access to alleviate the unemployment problem. This essay will argue that, whilst this may be a good idea, it is certainly not the best way of using public money to solve the problem.

To begin with, it could be seen as a positive step to give unemployed people phones and internet access. This would certainly help improve their lives in a small way and may give them the ability to hunt down job leads. However, it is not a guaranteed method of finding employment. For one thing, phones are severely limited in comparison with computers, which would be far more useful for jobseekers. A computer is more appropriate for writing CVs and scrolling through lists of adverts. As such, perhaps public funds would be better spent on computers rather than phones.

In addition, the idea of just giving unemployed people technology in order to solve their problems seems a little wishful. The fact is that most people have phones and internet access in 2021, suggesting that this is not what prevents them from finding work. Perhaps the money would be better spent on job fairs, counselling, benefits, or even investment in local businesses to spur the hiring process. Indeed, whilst none of these is a perfect solution, they all seem rather more realistic and preferential than buying thousands of phones and internet contracts.

In conclusion, while it may be a good idea to give all jobless people a phone and internet access, it is almost certainly not the best use of public funds in terms of tackling unemployment.

Language for Agreeing and Disagreeing

Once you have figured out the structure for your essay, you need to have the right language to accurately and effectively express your ideas. Most of the grammar and vocabulary you need will be dependent upon the topic , but there are some useful words and phrases to know for all “agree or disagree” essays.

Giving Purpose and Position

In your introduction, you need to clearly state your position vis-à-vis the question. You can also state what you will do in this essay.

Here are some great phrases:

This essay will…

To avoid being overly personal or informal, you can speak as though your essay is writing itself. This might seem a little strange, but it is perfectly normal. It is a great idea to use this for the overview section of your introduction to say “This essay will argue that…” or “This essay will agree with the idea that…”

Alternatively, you can include yourself:

In this essay, I will…

The use of the personal pronoun is a little informal but these questions are directly asking for your opinion and so there is nothing really wrong with it. This is a good way of stating your intentions clearly from the offset.

Just be careful to avoid redundant phrasing here, like “In my opinion, I think that…” It is not necessary to say both “In my opinion” and “I think” because they both express the same basic meaning.

It is also worth making sure that you completely understand how to use the words “agree” and “disagree.” This probably sounds very easy, but many people make mistakes. I have a full article on it here .

One of the biggest mistakes is saying, “I agree to the idea.” Instead, you need to say “I agree with the idea.” The preposition here is a huge difference and completely changes the meaning of “agree.”

Language for Structuring your Ideas

You can use some cohesive devices when explaining your ideas but be careful not to over-use them and make sure that each one is used accurately. For example, the phrases “On the one hand” and “On the other hand” are really useful here but many people make mistakes by saying “On one hand” or “One the other hand.”

You can also use words like “Firstly” and “Finally” to order your ideas but remember that having every sentence start with the same sort of word sounds repetitive, so don’t use these too much.

Some other useful phrases are:

The first reason why I think/believe that [summarise view] is…”

In this case, we are directly communicating to the reader that this is the first (and therefore most important) reason to support our opinion. To remove the personal pronoun, simply change to:

The first reason why [summarise view] is…

Here are two examples:

• The first reason why I think that families should take care of their elderly relatives is that it allows more freedom for the individual.
• The first reason why families should take care of their elderly relatives is that it allows more freedom for the individual.

Should You Totally Avoid Personal Pronouns?

For IELTS, some people say that you should always avoid personal pronouns but other people suggest that they are acceptable. It is true that they are acceptable because some questions directly ask for your opinion and experiences. However, it is also true that an advanced writer can answer these questions without personal pronouns, thereby increasing the level of formality .

Take a look at this question:

Rich countries often give money to poorer countries, but it does not solve poverty. Therefore, developed countries should give other types of help to the poor countries rather than financial aid. To what extent do you agree or disagree?

It is clearly asking for your personal opinion, so it would be fine to say “I think…” or “I believe…” However, we could definitely answer it in a more detached, formal sense.

To give my opinion, I will say:

this essay will argue that giving money is not simply enough and that more nuanced, long-term solutions are necessary

Later, in the conclusion, I will use similar language to affirm my view:

whilst it may seem reasonable to donate money to poor countries, it would be far better to help them through education

Here is the full essay:

The topic of international aid is incredibly controversial and there are no simple solutions. However, this essay will argue that giving money is not simply enough and that more nuanced, long-term solutions are necessary.

To begin with, it is important to acknowledge that poor countries need some form of aid and that money is better than nothing. Wealthy countries give vast sums of money, but there are numerous problems that emerge. Firstly, this money usually has strings attached, meaning that the poor countries often end up owing favours or debts, which exacerbates their problems. Secondly, poor countries are typically poor because of endemic corruption, and money donated is usually embezzled immediately after receipt. As such, giving money is understandable but problematic, and other forms of aid are thus preferable.

Nowadays, many people realise that it is better to provide poor countries with the means to help themselves. This can be done in various ways, including education. As such, perhaps the best way to help these nations is to provide them with teachers and educational facilities. This can allow them to raise a generation of intelligent, motivated people who will shape the future. It can clearly be seen that the education of women is of particular importance, as this lowers the fertility rate, further stopping other problems that contribute to poverty. Therefore, the education of young women should be made a top priority.

In conclusion, whilst it may seem reasonable to donate money to poor countries, it would be far better to help them through education.

Writing an essay for an IELTS “agree or disagree” question is probably a little more difficult than writing one for other question types. However, it is not much more difficult and if you follow the advice above, you can definitely create a wonderful essay that will get a high score. Just remember to answer the question directly and also to use appropriate language throughout.

About The Author

David S. Wills

David S. Wills is the author of Scientologist! William S. Burroughs and the 'Weird Cult' and the founder/editor of Beatdom literary journal. He lives and works in rural Cambodia and loves to travel. He has worked as an IELTS tutor since 2010, has completed both TEFL and CELTA courses, and has a certificate from Cambridge for Teaching Writing. David has worked in many different countries, and for several years designed a writing course for the University of Worcester. In 2018, he wrote the popular IELTS handbook, Grammar for IELTS Writing and he has since written two other books about IELTS. His other IELTS website is called IELTS Teaching.

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Mindful communication

The smart way to disagree at work

By Kasey Fleisher Hickey

Constructive conversations at work are often wrecked by emotion, despite our best efforts. When decision-making is driven more by your emotion than reason, the very best ideas can get lost, the outcome is less productive, and detrimental to your office relationships.

Today, emotional awareness is standard subject matter in many schools and the importance of self-awareness is core to developing better relationships with everyone from our parents to our teammates . Our bodies are wired to react immediately to our limbic brain (the hippocampus and amygdala, where core emotions start), but in a team dynamic we need to buffer in reaction and reflection time. You’ll have to train yourself to develop this sort of self-awareness and patience, but once it becomes ingrained in how you operate, you’ll realize that you’ll have more open, honest, and productive conversations with your teammates.

Take out the emotion of ‘I’m right, you’re wrong, I disagree’

Knowing that you both possess different data sets can help you manifest a conversation that stems from a place of curiosity, as opposed to disagreement.

The first step to having an intellectually honest conversation is to recognize the person you are talking to as an intellectual peer. Regardless of your relationship, it’s important to take into account that they bring their unique experiences and knowledge to the table. Knowing that you both possess different data sets can help you manifest a conversation that stems from a place of curiosity, as opposed to disagreement.

Over the course of any conversation, you’ll want to remain curious about why someone has a different point of view than you: they’ve thought of something you haven’t thought of, or maybe they haven’t yet been introduced to your information.

Setting yourself up for success

It takes up to six seconds for our automatic emotional reactions, to be felt, processed and controlled. In those six seconds, you might get mad, raise your voice, or change your facial expression or body position; in that window, you’re not really in control.

When you’re at work, being aware of the reality that you’re going to have an emotional response before an intellectual one will help you recognize the trigger point, and help you identify what to do next. An important part of the interaction is to work on processing the emotional response while still maintaining the intellectual conversation.

Here are a few techniques that have worked for us:

• Remind yourself that if you bring only your Amygdala into the meeting, you will fail.
• Pause before you speak. Take a break. Allow the emotional response to pass through you silently, as opposed to verbally.
• Think about the pursuit: a passionate, intellectual honesty and your challenge (your emotional response). When you’re ready, return to the conversation more aware of the ultimate goal.

Outcomes and goals

Often, our disagreements stem from our worldviews on an outcome so it’s crucial to get on the same page with a teammate about the ultimate goals you may be arguing about. Reframe your disagreements:

• Decide on a starting point: figure out what you both agree is true.
• Examine what you think is right: ask yourself what you think they’re right about and what you think you’re right about. Start with questions like, “What’s working? What’s not working?” Maybe you’re both on the same page about the outcome, but the strategy you’re taking differs. Lay out all the information you know about your strategy and listen to theirs so you both have equal data points moving forward.
• Stay committed: the more you’re able to have these sorts of honest conversations, the better you’ll be at removing emotion and focusing on the outcome.

Managers: Creating an environment for open conversation

Most of us are only slightly biased but when pushed to our edges in a two-party dialogue we find polarization.

When there’s no space to disagree, every divergence in opinion that arises on the team is painful. If you’re a manager, create a dedicated space for conversation. 1-1 meetings on a weekly or bi-weekly basis are a great way to talk with reports and teammates about worries, goals, and frustrations.

Generally speaking, the things everyone agrees on tend to be known, but the ideas at the edges — the ones that often push us to think out of the box and try new things, to succeed and to fail — that can cause disagreements. Pushing ourselves to a space where judgment is required helps move our organizations forward and build character in individuals. Everyone should be able to effectively operate in that space, but it’s not easy.

Most of us are only slightly biased but when pushed to our edges in a two-party dialogue we find polarization; we defend our points with more fervor and move further and further apart. If you’re a manager, be mindful of creating a feedback loop with your employees — explicitly state that you’re hearing them, or invite a third person to observe the polarization and help bring balance to the conversation.

Agreeing to disagree

Not having self-awareness can prove to be a blind spot for both managers and individual contributors. The work you put into this practice will help you tremendously not only throughout your career, but in your life.

To remain open, continually understand the goals of your goals, and revisit them regularly. Managers should understand shared goals of their team, as it’s the foundation of their work. If you’re not a manager, don’t shy away from the opportunity to bring your point to the table, especially if you believe you possess knowledge your manager may not.

Disagreements at work can be a healthy way to question goals and strategies, and to push both yourself and your organization to try new things. But not every disagreement has to be resolved. As long as both individuals keep thinking about the data points, revisit goals, and try new things, progress is being made.

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• Academic practice
• General practice
• Task 1 Academic
• Task 1 General
• Task 2 (essay)

IELTS agree or disagree essay - band 9 guide

This is a band 9 guide to writing agree/disagree essays in IELTS Writing. Agree or disagree essay questions are very common for IELTS Writing task 2 . This type of questions asks you to say whether you agree or disagree with a given statement and justify your opinion .

In this lesson you will see IELTS writing task 2 sample question + model answer and learn

• how to choose an opinion for agree/disagree question
• how to generate ideas
• how to give a band 9 answer for agree/disagree question

IELTS agree/disagree question sample

Let’s look at an example of IELTS writing task 2:

Big salary is much more important than job satisfaction.

Do you agree or disagree?

Provide relevant examples if necessary.

This is a classic example of agree or disagree question that you may get on IELTS Writing task 2.

You can watch our video tutorial on how to tackle agree/disagree questions in IELTS Writing:

Choose your opinion & generate ideas

Agree or disagree question asks you to clearly determine whether you agree or disagree with the statement. Unlike questions that ask you to what extent do you agree or disagree , this question asks you to have a super-clear opinion. After you’ve decided your opinion, generate 2-3 supporting points for it .

For the task above you have two possible options:

• You fully agree that big salary is more important than job satisfaction
• You completely disagree that big salary is more important than job satisfaction

 Now let’s generate supporting points for each of the opinions:

• Big salary is more important
• Having a job with a high salary makes people feel satisfied no matter what kind of job they do
• Money is essential for survival and good living
• Job satisfaction is more important
• Job satisfaction gives you a sense of fulfillment
• Doing what you like keeps you motivated and therefore leads to a career growth
• Money can’t buy happiness and it’s more pleasant to pursue what you’re interested in

For our essay, we’ll choose the second opinion.

Band 9 answer structure

After you’ve decided whether you agree or disagree and generated your supporting points, it’s time to start writing your essay.

There are a lot of ways to structure your essay, but we’ll use a structure that has been approved by many IELTS examiners to be high-scoring and coherent.

Band-9 essay structure :

Introduction

Body paragraph 1 - the 1st reason you agree/disagree

Body paragraph 2 - the 2nd reason you agree/disagree

Let’s take a look at each of these sections in detail.

Write your introduction in two sentences:

It is often argued that it is more advantageous to choose a job with high wage, even if it doesn't appeal to you at all.

I completely disagree with this opinion and think that job satisfaction is much more important than salary.

• Sentence 1 - state the first reason you agree/disagree .

First of all, I believe that job satisfaction gives people a sense of fulfillment that no money can guarantee.

To explain the reason effectively, you can imagine that your examiner has no knowledge of this subject at all and you have to explain every detail:

Even if someone is earning a high salary, but feels tensed and compromises with his conscience, this person won’t enjoy his life. While pursuing one’s interests will always bring pleasure and feeling of satisfaction.

For example, a lot of famous researchers made their career choices not because of appealing wages, but because they were passionate about science.

That’s why it’s more important to choose the kind of work that makes you happy than to look only at a high salary.

Secondly, doing what you like keeps you motivated and therefore leads to a career growth.

In other words, there is a strong relation between job satisfaction and productivity. People who love their jobs can easily excel in their fields of work and achieve better results than those, who put salary on the first place.

• Sentence 4 - support your idea with an example :

For instance, Henry Miller decided to leave his everyday job despite a good wage and ventured to become a writer. And after enduring years of ups and downs he became one of the most famous and well-paid authors of the twentieth century.

Thus, advantages of jobs that keep you satisfied outweigh the drawback of a low salary in a long-term perspective.

You can write the conclusion in one sentence that summarizes your opinion + 2 reasons for it :

To conclude, I strongly believe that job satisfaction is more beneficial than high salary because it makes people happy and motivated.

DO NOT write new ideas in the conclusion!

IELTS agree/disagree model answer

This is a full band-9 answer for IELTS agree or disagree question above:

It is often argued that it is more advantageous to choose a job with high wage, even if it doesn't appeal to you at all. I completely disagree with this opinion and think that job satisfaction is much more important than salary.

First of all, I believe that job satisfaction gives people a sense of fulfillment that no money can guarantee. Even if someone is earning a high salary, but feels tensed and compromises with his conscience, this person won’t enjoy his life. While pursuing one’s interests will always bring pleasure and feeling of satisfaction. For example, a lot of famous researchers made their career choices not because of appealing wages, but because they were passionate about science. That’s why it’s more important to choose the kind of work that makes you happy than to look only at a high salary.

Secondly, doing what you like keeps you motivated and therefore leads to a career growth. In other words, there is a strong relation between job satisfaction and productivity. People who love their jobs can easily excel in their fields of work and achieve better results than those, who put salary on the first place. For instance, Henry Miller decided to leave his everyday job despite a good wage and ventured to become a writer. And after enduring years of ups and downs he became one of the most famous and well-paid authors of the twentieth century. Thus, advantages of jobs that keep you satisfied outweigh the drawback of a low salary in a long-term perspective.

(277 words)

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Agreeing and Disagreeing in English: 20 Expressions to Share Your Opinion

There are many ways you can express agreement and disagreement in English.

Depending on the situation, some are more appropriate (fitting or correct) than others.

“To agree” means to share the same opinion as someone or to accept their suggestion. “To disagree” means to have a different opinion.

So agreeing with someone means you’re telling them that you think the same. You’re disagreeing when you tell them you don’t.

Almost any English conversation you participate in will include having to agree or disagree. So, let’s learn how to do so like a friendly native English speaker.

Agreeing in Conversation: Common Phrases

1. i know, right, 2. that’s so true, 3. absolutely / definitely / of course, 4. i also think so. / i think so, too., 5. i was just going to say that, 6. i agree with you a hundred percent. / i agree with you entirely., 7. tell me about it, 8. you can say that again, 9. you have a point there., 10. i have no objections. / i don’t object., disagreeing in conversation: common phrases, 11. yes, but…, 12. no way, 13. i beg to differ., 14. you can’t be serious, 15. that’s not always true. / that’s not entirely true., 16. to be honest, i don’t agree with that., 17. i think there’s a better explanation., 18. as a matter of fact, i don’t think that’s correct., 19. i respectfully disagree., 20. i think the opposite., some tips about sharing opinions in english, indicate that you’re sharing your opinion, ask for feedback, try to address the thought instead of the person, know when to end the conversation, and one more thing....

Download: This blog post is available as a convenient and portable PDF that you can take anywhere. Click here to get a copy. (Download)

This phrase is used casually and is one of the most common ways to agree in English.

This pizza is delicious!

I know, right? The pepperoni is my favorite.

I can’t believe our exam is tomorrow.

I know, right? I’m so nervous!

You should treat others how you want to be treated.

That’s so true.

I read an article that said reading before going to bed helps you fall asleep faster.

That’s so true! I’ve tried it before.

Do you think that eating less meat is better for the environment?

Absolutely!

In my opinion, hard work is the key to success.

Definitely!

If I ask her on a date, do you think she’ll say yes?

Of course! She told my friend that she likes you.

I think the meeting room in our office needs more chairs.

I also think so. We have more people than we did last month.

We need to study more for our exam on Monday.

I think so, too. We’ve only reviewed three chapters so far.

I think we should eat dinner before we go to the movies instead of after.

I was just going to say that!

It’s so cold in here!

I was just going to say that! Let’s turn the A/C off.

Nothing can replace the feeling of reading paper books.

I agree with you a hundred percent.

Honestly, I don’t think we’ve studied enough yet.

I agree with you entirely. I don’t feel prepared.

This phrase is  considered slang  and is not typically used in formal English.

Taking taxis to work is the most convenient, but it’s so expensive when you do it every day.

Tell me about it! I spent $100 just on taxi rides last month.

That movie was so good!

Tell me about it! It’s the best one I’ve ever seen.

It’s important to note that this phrase isn’t taken literally.

So if you say, “You can say that again,” the other person knows you’re just agreeing with them and don’t actually want them to repeat what they said.

That restaurant has the best Mexican food.

You can say that again!

I’m hungry. Let’s go get some food.

You can say that again! I’m starving!

I find that when I study my notes with flashcards after I read them again, I remember the terms better.

You have a point there. I’m going to try doing that too.

I’m most inspired to write when I’m outside in nature.

You have a point there. It’s always hard for me to think of new ideas when I’m inside all day.

This phrase isn’t as common as the others in English. And people usually say it because they don’t have a strong opinion.

It expresses an emotion called indifference —when you don’t really care and have no reason to disagree.

I think we should buy pink curtains for our study room.

I have no objections. If you think that color fits the room best, let’s buy it.

What do you think about meeting up at 2 pm instead of 1 pm?

I don’t object. I’m free all day, so whenever works best for you.

We use this phrase when we agree with the person’s main point, but there’s something preventing us from being able to take action or fully agree with everything they said.

For example:

You’ve been working too much. You should take today off.

Yes, but  I have a project due in two days, so I’m trying to get it done as fast as possible.

We should go on a vacation for Spring Break.

Yes, but we don’t really have the money for that right now.

“No way” is more like a way to express shock than to disagree. So when you use it, it’s as if you’re saying, “I can’t believe that!”.

I’m really sorry, but I can’t help you work on the project tonight. I forgot I had plans.

No way! You’re joking with me, right?

Kelly says that she can run a mile in five minutes.

No way! That would mean she’s faster than Melissa.

We usually say “I beg to differ” when we disagree with someone because of past experiences we’ve had.

Running is easy.

I beg to differ. Every time I run, I get out of breath after only five minutes.

Cats are better pets than dogs.

I beg to differ . I’ve had cats before, and they were nowhere near as fun as my dog.

Like “No way,” this phrase is used to express shock or disbelief.

I think we should stop trying to form a band. No one listens to this style of music anymore.

You can’t be serious!

Buying a house is useless in this economy. I’d rather rent.

Exercising is the best way to lose weight.

That’s not entirely true. Without a healthy diet, you won’t lose any weight.

The CEO has the easiest job in the company. He doesn’t have to come to work like we do.

That’s not always true. He’s under a lot of stress trying to make sure the business keeps making money.

We should increase the fine for people who leave trash on the ground.

To be honest, I don’t agree with that. There’s already a $500 fine, so raising it won’t make a difference.

Skateboarding is a lot safer than riding a bike.

To be honest, I don’t agree with that. I know more people who have had skateboarding accidents than bike accidents.

Our profits are down this year because our employees are taking too many coffee breaks.

I think there’s a better explanation. Maybe profits are down because our new website keeps crashing.

I don’t think I did well on the test because I’m not very smart.

I think there’s a better explanation. Maybe you didn’t do well on the test because you never went to class.

This is another formal way of disagreeing with someone.

There’s no use in learning new things once you’re old.

As a matter of fact, I don’t think that’s correct. It’s been proven a myth that you can’t learn new things after a certain age.

Our sales dropped by 18% last month.

As a matter of fact, I don’t think that’s correct. I looked at the report, and we actually increased sales last month.

This is a good way to politely but firmly voice your opinion.

This isn’t a very good strategy.

I respectfully disagree. What do you think is wrong with it?

This film doesn’t live up to its reputation.

I respectfully disagree. I thought it was the best film this director has ever made.

This can be a respectful way to show that your opinion is entirely different from the other person’s.

I think that romance movies are better than horror movies.

I think the opposite.

I think Catherine is funnier than Robert.

Agreements and disagreements are generally your personal thoughts and feelings about something.

Phrases like “I think” or “in my opinion” make it clear that you’re stating an opinion and not a fact.

For more phrases like these, take a look at this post: 

Expressing your opinion in English is important. It’s how you have meaningful conversations, learn about other people and describe your feelings. Read this post to find 65…

Find more phrases to use on the FluentU program , where you learn new vocabulary naturally with native English videos.

Using these phrases helps create a friendly environment where both people feel that they can talk openly and share their opinions.

Questions like “What do you think?” also helps the other person feel like you’re open to a discussion and care about their opinions.

Even if you disagree, you can still be polite and respectful .

Phrases like “I might be wrong, but…” or “I am sorry, but I don’t agree” help to maintain politeness and respect.

Differences in thought and opinion don’t need to affect your relationship with people.

This is especially important in academic and office spaces. Remember, you’re agreeing or disagreeing with the opinion, thought or idea.

“I say this with due respect, but…” is a nice way to state a disagreement, especially in a professional or formal setting.

Ending a conversation when it becomes too uncomfortable or the other person repeats the same points is a good idea.

It indicates that the person isn’t really interested in changing their mind or accepting your different point of view, so continuing the conversation is pointless.

In these situations, you should agree to disagree and move on.

Agreements and disagreements are a big part of most discussions.

Learning some simple ways to agree and disagree in English will help you improve your conservation skills and be able to participate in discussions with native English speakers .

If you like learning English through movies and online media, you should also check out FluentU. FluentU lets you learn English from popular talk shows, catchy music videos and funny commercials , as you can see here:

If you want to watch it, the FluentU app has probably got it.

The FluentU app and website makes it really easy to watch English videos. There are captions that are interactive. That means you can tap on any word to see an image, definition, and useful examples.

FluentU lets you learn engaging content with world famous celebrities.

For example, when you tap on the word "searching," you see this:

FluentU lets you tap to look up any word.

Learn all the vocabulary in any video with quizzes. Swipe left or right to see more examples for the word you’re learning.

FluentU helps you learn fast with useful questions and multiple examples. Learn more.

The best part? FluentU remembers the vocabulary that you’re learning. It gives you extra practice with difficult words—and reminds you when it’s time to review what you’ve learned. You have a truly personalized experience.

Start using the FluentU website on your computer or tablet or, better yet, download the FluentU app from the iTunes or Google Play store. Click here to take advantage of our current sale! (Expires at the end of this month.)

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DEV Community

Posted on Nov 22, 2018

Should I do that test assignment?

Test assignments aren't really a good thing. In fact, it's quite the opposite. It might be one of the worst things that have happened to the hiring process.

The hiring process, in general, is quite broken in many senses. It's not really clear how to hire an engineer. New ways of testing our skills come and go. It shows us that it's nearly impossible to check interviewee skills in 30-90 minutes time frame.

I'm not going to talk about different puzzlers or tricky questions about the compiler, nor I'm going to cover any stress-interview practices here. Today is all about test assignments.

From a company's point of view

Hiring is a very expensive process and it's not very reliable either. Hours of interviews ain't free at all:

• An hour of one or two engineers conducting an interview
• 20-30 minutes to prepare before, and to compose results after an interview
• Recruiter's time

If you sum it up, you'll end up with a good number. And it's fair to expect the business to cut the costs. There are many ways to make it cheaper: phone screening and tests are very typical in the industry.

And there is one way which outstands the others. An assignment which is given to the candidate. Typically it's a piece of rather boring code to write with a possible trick in it. Sometimes you'd have to do it even before a phone screening phase as an extra filter. And most of the time you take it before an on-site round.

Often it's assumed that you would spend (should I say waste?) a few hours to finish up the assignment. That's an estimate made by the hiring manager or an engineer, and it's based on the assumption that you are familiar with every tech and every aspect of the task.

How long does it take to check your code? Well, it's about 15-20 minutes. Doesn't look fair, right?

That's correct. A company is trying to put the expenses on your name. They don't know how to evaluate your skills and your experience during a short interview, nor they know how to do that by phone, hence the need for you to spend hours in order to convince them simply to talk.

By the way, a person whose job is to evaluate your task is not going to give it too much effort. They have enough on their plate and they don't really like switching their attention. Imagine looking at the same code over an over again. Often they would quickly go through a checklist.

A candidate's point of view

Unless you're aiming for a top tech company like Google, Amazon or Facebook (they don't really give test assignments out, btw), you will not be dying to get a particular job. A vast majority of companies out there are doing similar things: storing the form's input in a DB. Well, sort of, but you know what I mean.

For the candidate test assignments are not very useful. On one hand, often they are similar to each other, on the other hand, they are hard to reuse. Every company is trying to make it a bit special. And you have to start a new project, configure all the parts, pick an ORM or set up a linter, over and over again.

Speaking of... How often do you start a new project at work? Like from the very beginning. You know, a git init and File->New Project . I've done so a couple dozen times doing various test assignments, and handfull times at work. Most of the time you either join an existing project or start one and keep working with it for a long period. So, honestly, it doesn't look like a relevant skill to me.

How much does your time cost?

Think about it. How many man-hours do you have on an overage day? Well, if you're young and single, you might even have all 24 of them. You can't keep it up this way for a long time, but you can make it for a day or two. However, it's a different story when you're older or have a family. You have like what? 12-14 hours a day. The remaining part of the day you do your chores and sleep.

You have to spend from eight to ten hours at work and commuting. That leaves you about four spare hours to use. So a hiring manager is going to take those four priceless hours. They want you to spend all your available resources so that they can save some time on their side.

How many resources does a company have? There are tens of engineers, managers and HR specialists there. If we speak about a small to middle size company. So they have hundreds of man-hours at their disposal. An extra 20-40 minutes to evaluate a candidate doesn't seem to be too crucial.

And that is an obvious asymmetry in the process. You have less time than the company, but you have to spend more resources upfront.

I don't really know what should we do about it. It's up to each individual. If you feel confident if you value your time and you're applying to an overage company you may refuse taking an assignment home. There are many ways to do so, you may ask them to pay for your time. You may offer them to take a look at your portfolio first. Show them your blog, your public projects if you have any. Let them download an app you built and try it first. Whatever works for you.

However, you might not be in a position to refuse. You can simply be running out of money or you might be talking to a dream job and you don't want to ruin it over the pride. I understand that.

Though I recommend you to publish the assignment somewhere. Let it be GitHub if we talk about code. Or Dribble or any other place which is popular among specialist in your field. Just be clear about it upfront: you are going to publish it because you own the result of your work. Unless they want to buy it out.

Hopefully one day you'll be offered with a similar assignment. Just send them a link back. It might work and could probably save you some time.

It can't be that bad, can it?

Well... Let's see. Do you remember that time when you've spend many hours, build a perfect thing, neat and polished? And you were hired right after that with no questions asked whatsoever. Ugh, that was just a dream.

Unfortunately, often a perfect result will simply be a reason to meet you in person. And that's where an actual interview will take its place. They would ask you some questions to make sure that you are the author. Sometimes it feels like an unnecessary step to go through. They could have given you a simple 15-20 minutes test over the phone.

Imagine you found that you don't like the office, the team or anything else about the company. You know, there are things with you only can find out during a face-to-face phase. And in order to get there, you've spent hours working on that test assignment. What a waste...

One more reason in favor of test assignments. They should equalize candidates who have time for a public activity like blogging or OSS contributions and people with family or those who cannot publish any code due to their work contract limitations. Honestly, I don't see how that helps. If you have no time to work on your pet project why would you have time to work on a test assignment?

What do you think about it? Do you often see a take-home assignment given before the actual on-site interview?

This text was originally published in Russian in my blog .

Top comments (17)

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• Location Helsinki
• Education CS MSc in Algorithms and ML + SWE degree
• Work Software Developer at RELEX Solutions
• Joined Oct 30, 2018

I took test assignments when I was looking for a junior position. It felt fare, since I hadn't have much on my CV or GitHub and a test assignment was a way for me to show what I'm worth. And sometimes I could judge the requirements and expectations for the position much better than from the job posting. So, win-win.

• Location India
• Work Principal Software Engineer
• Joined Sep 30, 2017

It varies a lot depending on the company. Many companies give an assignment requiring 5-10 hours of work and then never get back / or give more detailed feedback than "Sorry, not what we are looking for" or they reject anything that does not match a very specific pattern.

Ideally, the hiring company should do a 15-20 min pairing with the applicant to discuss what exactly they are looking for and what could be improved in the applicant's code.

• Work Cloud Engineering Lead
• Joined Feb 22, 2017

Exactly my point!

• Location Austin, TX, United States
• Work President at Deep Consulting Solutions
• Joined Dec 31, 2019

I fully appreciate the arguments outlined in this article, Anton - and in your comment, Raunak.

Here is an idea I would like to get feedback on. To me, it is vital to hire high quality engineers who will be able to fulfill projects and who I can count on - and I do think it is a good idea to test people for their abilities in a live situation where they are actually working in a professional capacity - not only to see the skills but also the work ethic of the candidate (most of my employees are remote so good work ethic is vital).

I have a third party professional code review company that provides me with test assignments and do a professional review of each candidate's test assignment work. I pay them considerably for each candidate review, and they in return they provide me with a 4 page detailed report on their work that I then share with the candidate - and upon which I make a decision on whether to hire the candidate and whether to pay him/her the salary asked.

These assignments are mini-projects essentially, and will require 1-3 days (depending on level) to complete - and I understand that for most candidates a small company asking them to do it might seem difficult.

Here is what I'm thinking. Why not offer them to do a test task, and provided that the task is completed on time (say within a week) and that the product delivered hits all the bullet-point requirements of the test task to a functioning quality, pay on completion a 3 day rate (pro-rated from salary asked figure).

What do you think of the idea?

This is an interesting approach indeed. I'm sorry, but I've never encountered such paid assignments neither as a candidate nor as a hiring manager/engineer.

The only opinion I have is purely assumption-based.

As long as you pay for it anyway (directly to the candidate or indirectly to the third party), it makes no difference for you.

However, consider an extra price of reviewing the assignment (if you're not going to pay, you'll have to justify it in a way that it's super clear). Also, you'll have to deal with extra paperwork both to sign the 'contract' and to transfer money to the individual (in some cases you could avoid that by using Amazon gift cards or something similar). Keep in mind that they might not have a legal entity, and it might make their tax paperwork more complicated.

I'm thinking that if you're ready to go down this path, why not making an extra step and offering people a short-term trial contract to work on the specific part of the project? It depends on the business you run and a type of project/data, of course.

• Email [email protected]
• Location Time Vortex
• Pronouns he/him
• Work Director of Community at OWASP Foundation
• Joined Jan 31, 2017

As someone with plenty of experience on both sides of the table, I can't see this article as anything but misguided.

I indeed use a single (and original) take-home coding challenge instead of whiteboarding during an interview. Let's look at it this way...

If you ever come across an interview process for a coding position where the candidates never need to code as part of the hiring process... run .

A take-home coding challenge has less pressure attached. Would you rather do in 20 minutes, with a bunch of interviewers staring at you, or would you rather do it at your own pace, in your own environment, where you can give it your best?

Would you rather work on yet another version of "fizz buzz" during the interview, or tackle something legitimately interesting and unique that (seriously, according to all my candidates) takes no more than an hour or two?

Actual field experience has proven: take-home coding challenges are one of the best , fairest, and most objective means of evaluating the technical skills of a candidate. Everyone can talk the talk, but you must have a way of evaluating who can actually do the work.

(Yes, we have simple-but-effective ways of making sure the person really wrote the code.)

Side note: one also research jobs, applies for jobs, and interviews for jobs on their own time. It isn't unfair for one to do a coding challenge on one's own time too. If someone really doesn't want to bother, then that's fine - there are plenty of people who care enough about the position enough to use a couple hours of their Minecraft time to complete a coding challenge. (For cryin' out loud, we have over two dozen sites where people complete coding challenges for FUN.)

I see a lot of articles complaining about the hiring process, but honestly, until one has actually interviewed dozens of candidates, made a few mistakes in the process, and seen how one's hiring choices panned out, one doesn't have much basis to make as definitive statements as found in many articles like this.

Actually, if we were to take all the "complaining about the hiring process" articles at face value, we'd be hiring the first Joe Bloggs who applied for the position, and giving gift cards as consolation prizes to everyone else who didn't get the job (seriously, that WAS one article's suggestion).

The hiring system as a whole can certainly be improved, but a lot of the unpleasantness is due to our having to screen for people who talk big, but don't have the skills to match. They show up in every batch of candidates, for every job posted, every time. (Yes, there are people with no coding skills whatsoever who apply for senior development positions.)

Same thing here, I've been an interviewee and an invervieer many times in the past. As much as I like seeing a sample of candidate's code, I disagree that this is a fair thing to do. It's ok to give an assignment on a later step in the process, but it's never a good option to give it as an initial filter.

Well, we may just be coming from different backgrounds, then. I've learned the hard way, it is a critical part of the interview process. Granted, this is after I phone interview them, but I will never hire without it. In fact, no successful hiring manager I've ever known will; the ones that skip it invariably wind up with extensive mishires.

• Joined Jan 27, 2018

I have to call bullshit on this.

1) I worked at places where they did not have a coding challenge, live nor take home. Colleagues were competent and it was a great job.

2) I (and many others) would rather do it in 20 minutes with interviewers staring at me, rather than spend hours of my personal time working on a throw away project for free. This way, even if I fail the interview, I'm only out 20 minutes vs hours. I'd rather go to church service than do that.

3) I like working on interesting things, but I don't like working for free. This argument is the same as saying developers should always be coding, even in their free time, for the passion of it. And that's what take home assignments are. It's a way to offload the expense of hiring onto the candidate. It's no different than unpaid labor.

If you can't weed out majority of unqualified candidates (yes, some will get through, but some will also get through even if you have a take home test) by just having a chat about software development with them, then the problem is with the employer, not the interviewee.

I'll have to counter your points, unfortunately.

1) Every company will wind up with some decent programmers, no matter what hiring processes they have. That doesn't mean that doesn't matter. The perspective of one employee within the scope of his team doesn't correlate with the overall reality in the development field. It doesn't make your experience invalid , but your experience alone does not invalidate the broader scope. Chances are, you seldom encounter the mis-hires. (And yes, there are many developers I've spoken with who wind up working with people in development positions who actually can't code.)

2) And hiring managers would rather not have to waste 20 minutes taking to yet another someone who can't code to save their life. You'd be amazed at just how many hundreds of hours get wasted on that.

3) No one likes working for free, but you're not being asked to. A coding challenge yields no direct profits for the company. This has nothing to do with the errant "developers should always be coding" philosophy.

4) Your statement about how a decent hiring manager should be capable of weeding out candidates by "just having a chat" shows you have clearly never done hiring in any meaningful capacity. Any job looks easy to the one who isn't doing it.

Maybe you still don't agree, but I'm not just talking from personal experience; I've spoken to many hiring managers and software developers about this topic for years, and these have been common threads.

• Joined Mar 8, 2017

I'm torn on this. As a junior, unemployed, I liked take-home assignments. I had the time, and it was an opportunity to show my skills. However, when I was applying while working, I had exactly the problem you described. Three coding challenges in a month, on top of my regular responsibilities and other job hunting tasks, nearly burned me out.

I still prefer coding challenges to timed tests or algorithm problems (especially for a front-end role - it makes me question the company's judgment when their test has so little relation to the work). But it was hard enough for me to make time, and many people have a lot more hurdles than me.

No single solution works for everyone, so I think the only good answer is for a company to offer an option. Those with more experience or a great portfolio shouldn't have to build yet another to-do list app when they already can demonstrate their value in other ways. But that's harder to quantify into metrics, and opens the process up to more unconscious bias. It's hard to do it well!

Totally agree, it's all about balance. However, I still believe that nobody should receive a take-home assignment at the beginning of the process. This is not a fair initial filter, but it might be ok when both sides are ready to invest extra time.

• Location Madrid
• Education Telecommunications Engineer
• Work CTO at WITH Madrid
• Joined Feb 16, 2017

You are making a lot of assumptions here... Really a lot.

At some point the company needs to know what you're worth and you can't just know that by talking to the person for one hour.

To me assignments are useful when the process is well advanced and that you need to lift a doubt.

I don't think I'm assuming too much here. If they need to see some code it's ok. I prefer to see the candidate's code too. However, I think it's not fair to ask a candidate to invest their time before both sides are sure that they are interested in each other.

• Location Accra
• Work Full Stack developer at Next InfoTech
• Joined May 3, 2019

What do you do when given an assignment with a skill you dont have. Note: You made it clear in the initial interview call you have no practical knowledge of the skill and also it was not in your resume but they go ahead to give you an assignment having 50% of the skill you dont have and was given 6-8 hours to finish. Do you do the interview assignment or not?

Hi Eddie. Good question, thanks!

When you're missing skill to complete the assignment and you made it clear for the company then I think what they are looking for is for you to demonstrate that you're capable of learning that skill on your own in a short time.

6-8 hours deadline is very tough in my opinion, but what can you do about it, eh? Those are the rules of the game, you have to follow them I'm afraid.

Would I do that? If I wanted the job I would do my best to complete it. Even if I missed a deadline I'll send it back anyway. I would tell them, that I had to learn a few things first of course. If I were an interviewer I'd respect that attitude.

Btw, if you learned something new while working on the assignment, it's not a bad assignment after all. It's better than simply wasting your time on making yet another standard task, right?

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