Some people like personality tests and some don't but employers may ask you about them in interviews or even ask you to take one. So it's good to know a bit about them and also see if they can tell you anything about yourself.
Developed in the early 20th century by a mother and her daughter in the USA, the original aim of the Myers-Briggs type indicator (1944) was to advise women entering the workplace during WWII what jobs they might be suited to. It has been heavily criticised as pseudoscience but persists as a personality test people might refer to.
The test classifies people's type as introverted or extraverted, sensing or intuitive, thinking or feeling, judging or perceiving and gives you a type made up of 4 letters (one for each pair), e.g. ENTJ = extraverted, intuitive, thinking and judging. It then creates a type, so for ENTJ it is "commander". Change one letter (e.g. ENFJ) and it becomes "protagonist" - each character type generates a text explaining the personality characteristics of this type and the ways they are likely to behave or respond to circumstances around them.
If you want to take a Myers-Briggs you can do so here for free: https://www.16personalities.com/
Whilst you may learn something about yourself, it is probably not advisable to base an interview answer heavily on your Myers-Briggs type. However, if you know your type, along with the potential flaws of the test, you may be able to give an intelligent answer which shows your ability to think critically and insightfully about yourself. Be sure to note the correct spelling of Myers-Briggs as well!
KAHLER'S MOTIVATIONAL DRIVERS
This test aims to uncover your (sometimes unidentified) motivations. It grades the strength of what motivates you in terms of five motivations: be perfect, be strong, please others, hurry up and try hard. Some people may come out very strongly or not at all in one particular category and some categories naturally clash with each other. It is also impossible to guess what someone's drivers are from your general impression.
Some people believe the result of this test can be quite powerful, for example if you score highly on "be perfect" you may re-evaluate whether you are doing too much, if you score highly on "hurry up" you may suddenly realise why people find you challenging to work with as you're always rushing everything (especially if they are a "be perfect")! Finding out you are a big people pleaser may give you insight why you react in certain ways to the actions of those around you, in work and outside work too.
If asked about this test in an interview it might be best to be honest about what it said about you and whether you agreed with it - you are who you are! Having said that, there is no reason why what motivates you at one moment in your life should be exactly the same at another.
You can read more about Kahler's motivational drivers here:
And you can take the test here: https://www.surveymonkey.co.uk/r/stressedatwork
THE FIVE FACTOR MODEL
Developed in the 1980s, this "big five" personality traits model is fairly well known. It has roots dating back to Hippocrates who said there were four main personality traits. It classifies how much you display five major personality traits: openness to experience (whether you are inventive or cautious), conscientiousness (whether you are efficient and organised or careless), extraversion (whether you are outgoing or solitary and reserved), agreeableness (whether you are friendly and compassionate or detached and challenging/difficult) and lastly, neuroticism (whether you are nervous and sensitive as opposed to confident). Sometimes these are known by the mnemonic OCEAN.
You can test yourself here:
If asked in an interview, it's probably best to downplay your neuroticism and emphasise your agreeableness!
[further editing of this section is in progress]