How do I interpret my result from a personality test?

Personality tests in recruiting (MBTI, Big Five, Hogan, DISC) have very different scientific validity. ISO 10667-1 sets standards for psychological assessment procedures — valid tests like the Big Five (NEO-PI) have a solid research basis, while popular tests like MBTI are scientifically contested. Your rights under BDSG §26: You can request information about which test results are stored. There is no 'correct' result in personality tests — companies check fit with the role and team, not good or bad. Caveat: Under AGG §1, a test result may not be used as the sole grounds for exclusion. Recommendation: Be authentic — tests designed to detect impression management recognise extremes and evaluate them negatively.