In a series of blog posts last year I discussed the evolution of employment personality testing, from the Myers-Briggs to the "Big Five" to more job-specific personality inventories. The last of these continue to grow in popularity, especially in the fields of customer service and sales.
As a kid, it was fairly well ingrained in me that when taking a test, the goal was to try to achieve the highest possible score. If I received low scores on a test, then it meant I didn't sufficiently understand some concept in algebra or properly comprehend the significance of a novel like Catch-22. In other words, tests served to point out deficiencies, so the higher the test score, the better. However, with pre-employment testing, and personality tests in particular, this is not necessarily true.