Which assessment would be least useful in determining a candidate's fit for a technical position?

A personality test would be the least useful in determining a candidate's fit for a technical position because it primarily assesses traits such as behavior, motivation, and interpersonal skills rather than specific technical competencies or skills required for the job. While personality can influence how an individual works and interacts with others, it does not provide direct insights into their ability to perform the technical tasks associated with the position.

In contrast, a technical skills assessment measures a candidate's proficiency in the specific technical abilities required for the role. This type of assessment directly evaluates whether the candidate has the necessary knowledge and skills to fulfill job responsibilities effectively.

A work sample test simulates actual job tasks and allows candidates to demonstrate their performance and skills in real-world scenarios, making it highly relevant for technical positions.

Similarly, a cognitive ability test evaluates a candidate's problem-solving skills and general cognitive capacity, which can be important in technical roles that require critical thinking and analytical skills.

Together, technical skills assessments, work sample tests, and cognitive ability tests provide a more direct and relevant measure of a candidate's potential success in a technical role compared to personality tests.