How logical and personality tests influence hiring decisions in Finland
Share
When it comes to hiring, few topics create as much debate as personality and logic tests. Are they fair? Do they really show someone’s potential? And what do they actually tell us about a candidate?
In a recent conversation hosted by Lidiia, Alessia — a Talent Acquisition Partner at Vend — talked about these questions openly and honestly. Based on her experience in Finland’s recruitment field, she explained how these tests are used, what they can show, and why being authentic and self-aware matters more than getting a “perfect score.”
From Milan to Helsinki: A Human-Centered Approach to Hiring
Alessia’s journey into talent acquisition began far from Finland. Born and raised in Milan, she moved north seeking a better alignment between her values and her work environment. What she found in Finland was a culture that prizes transparency, fairness, and trust — principles that now guide her professional philosophy.
“I came to Finland because, from a personal perspective, I was asking myself where I wanted to settle down as a foreigner and where I would feel a sense of belonging,” Alessia explains.
Her role at Vend has allowed her to combine the science of assessment with the art of empathy. And at the center of that balance lie personality and logic tests — tools she believes are often misunderstood.
Beyond Numbers: What These Tests Really Measure
For Alessia, tests are not meant to filter candidates out but to create conversations. They are one piece of a broader picture, offering insight into how people think, communicate, and respond under pressure.
Logic assessments are meant to evaluate how well a candidate can identify patterns, solve unfamiliar problems, and process information quickly. Personality assessments, such as the Big Five model, look at factors like openness, conscientiousness, and emotional stability, which can predict how someone might fit within a team or handle stress.
“I think it’s really interesting to use assessments in a way that empowers people. We don’t use them to discriminate or judge”, Alessia says.
Her team at Vend uses these tools mostly at the end of the hiring process — not as a gatekeeper, but as a way to validate impressions and ensure that both sides have a realistic picture of the fit.
The Transparency Shift: Letting Candidates See Their Results
One of the most progressive aspects of Vend’s approach is transparency. Candidates are given access to their own test results, allowing them to reflect — regardless of whether they get the job.
"Coming back to fairness, I strongly believe that if you ask someone to take a test—to spend time and energy on it—you need to give something back."
Can You Fake a Test? (And Should You Try?)
One of the most common questions candidates ask is whether these tests can be “gamed.” Alessia’s answer is clear: you can try — but it won’t help.
“The moment you try to be someone else, you distort the data because it’s not you — it’s the situation or the role that you are portraying”, she says.
Authenticity, in her view, is the strongest advantage a candidate can bring. Recruiters can sense when answers are overly polished or inconsistent. The goal, therefore, isn’t to perform, but to show up as you are — aware, reflective, and honest.
Preparation and Practice: How to Approach Logic Tests
While personality tests should be answered intuitively, logic tests are different. Practice can make a real difference. Alessia recommends using free online tools to familiarize yourself with test formats and reduce anxiety before the real assessment.
Her advice is simple:
-
Practice under time pressure.
-
Focus on clarity and calmness.
-
Don’t panic if you make mistakes — recruiters care more about your reasoning than the raw score.
From Testing to Self-Discovery
The conversation also touched on broader tools for personal reflection — from 16Personalities to the Japanese concept of Ikigai, which helps individuals align what they love, what they’re good at, and what the world needs.
A More Human Future for Recruitment
As hiring becomes increasingly data-driven, Alessia’s approach offers a timely reminder: numbers alone can’t capture potential.
What truly matters is the conversation that follows — the space where data meets empathy, and insight turns into opportunity.
Key Takeaway:
Personality and logic tests, when used ethically and transparently, can be powerful tools for self-awareness and fair recruitment. But their true value lies not in the results — it lies in how we interpret and use them to build more human, honest workplaces.