Personality tests are increasingly popular tools in the recruitment process, especially for high-stakes roles.

According to the Society of Human Resource Management, 32% of HR managers use these assessments to screen candidates for executive positions, and 28% apply them in hiring for middle management.

These tests offer valuable insights that help ensure candidates align with the specific psychological profiles needed for success in their potential roles.

This blog will explore 10 insightful personality tests that are critical in optimizing the hiring process across various industries worldwide.

Personality tests provide many potential benefits for employees and supervisors beyond the obvious ones. Here are some:

1. Choose a better candidate

Personality tests deepen your understanding of candidates beyond resumes, assessing qualities like communication, problem-solving, and teamwork. These insights help ensure candidates not only have the right skills but also fit well with the team and company culture, reducing bias and enhancing objectivity in hiring decisions

2. Validity predictability

Research shows that certain personality traits, such as conscientiousness and emotional stability, are strong predictors of job performance and retention.

Utilizing personality assessments helps identify candidates who are not only competent but also more likely to stay committed, enhancing workforce stability and reducing turnover.

3. Culture Fit Assessment

Personality tests evaluate how well a candidate's character aligns with your company's values and work environment. This alignment can significantly boost employee engagement, retention, and teamwork, creating a more harmonious and productive workplace.

4. Supplements interviews and resumes

While interviews and resumes provide a snapshot of a candidate's experience and skills, personality tests offer deeper insights into their potential for leadership, collaboration, and adaptability.

Integrating these tests with other evaluation tools helps provide a more rounded view of each candidate, supporting better hiring decisions.

5. Promote Diversity and Inclusion

Personality tests focus on merit and potential, disregarding candidates' backgrounds, demographics, or personal connections. This helps minimize unconscious biases in the recruitment process, promoting a more diverse and inclusive workforce that can drive creativity and innovation.

Hiring procedures often utilize personality tests to evaluate an applicant's performance and fit with a job or company. Common recruiting personality tests include:

The Myers-Briggs Type Indicator (MBTI) is a personality assessment tool based on the psychological theories of Carl Jung.

The Myers-Briggs Type Indicator (MBTI) operates by having individuals respond to a series of questions that analyze their preferences across four key dichotomies, each representing opposite poles of personality traits:

• Introversion vs. Extraversion
• Sensing vs. Intuition
• Thinking vs. Feeling
• Judging vs. Perceiving

1. Extraversion (E) vs. Introversion (I): This dichotomy considers where people generally focus their energy and draw their energy from—externally from other people and activities (Extraversion) or internally from thoughts and ideas (Introversion).

2. Sensing (S) vs. Intuition (N): This looks at how people prefer to take in information. Sensing individuals focus on the present and concrete information gained from their senses, whereas Intuitive types look at patterns, abstract theories, and future possibilities.

3. Thinking (T) vs. Feeling (F): This dichotomy evaluates the decision-making process. Thinking types focus on objective criteria and logical consequences, while Feeling types consider human values and the emotional impacts on others.

4. Judging (J) vs. Perceiving (P): This assesses how individuals prefer to organize their lives. Judging types prefer structure and firm decisions, whereas Perceiving types remain open to new information and options, favoring spontaneity and flexibility.

Each personality type is represented by a four-letter code, such as "ENTJ" for a personality that is extraverted, intuitive, thinking, and judging.

The MBTI is designed to identify a person's preferred ways of perceiving the world and making decisions. It is widely used in various settings, including workplaces, for team building, personal development, and improving work dynamics. It helps individuals understand their own behaviors and how they interact with others, which can be useful in fostering better communication and teamwork.

Despite its popularity, the MBTI has faced criticism regarding its scientific validity. Critics argue that it oversimplifies personality traits and lacks the empirical evidence typically required of more rigorous psychological tests. However, many people and organizations find it a useful tool for gaining insights into personality differences and improving interpersonal relationships.

The Big Five Personality test measures OCEAN - Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

These 5 dimensions of human personality predicts many things, including professional success.

1. Openness‍

This trait features characteristics such as imagination and insight. People high in openness tend to be adventurous and creative. They are open to new experiences and eager to explore novel ideas.

Conversely, individuals with low openness may be more traditional and may struggle with abstract thinking.

2. Conscientiousness

This dimension involves high levels of thoughtfulness, good impulse control, and goal-directed behaviors. Highly conscientious individuals are organized and mindful of details. They plan ahead and follow through on commitments. T

hose low in conscientiousness might display a lack of direction or discipline, often showing careless or disorganized behavior.

3. Extraversion

Extraversion is characterized by excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. Extroverted people are energetic and often seek out the company of others.

Introverts — those low on extraversion — tend to be more reserved and have lower energy levels for social interactions.

4. Agreeableness

This trait includes attributes such as trust, altruism, kindness, affection, and other prosocial behaviors. People who score high in agreeableness are typically cooperative and get along well with others.

Those low in agreeableness may be more competitive or challenging in social interactions.

5. Neuroticism

Individuals high in this trait tend to experience emotional instability, anxiety, moodiness, irritability, and sadness.

Those low in neuroticism are more stable and emotionally resilient, typically remaining calm and even-tempered.

The DISC assessment is a popular behavior assessment tool based on the DISC theory developed by psychologist William Moulton Marston in the 1920s. It focuses on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness. Here’s a breakdown of each:

1. Dominance: Relates to control, power, and assertiveness. People who score high in dominance are often very goal-oriented, decisive, and enjoy overcoming challenges. They can be incredibly effective leaders but may need to be mindful of their potentially aggressive or domineering behaviors.
2. Influence: Involves social situations and communication. Individuals with high scores in influence are persuasive, warm, and outgoing. They thrive in social settings and are excellent at motivating others. However, they may need to be careful not to appear too superficial or disorganized.
3. Steadiness: This trait is characterized by cooperation, reliability, and calmness. Those who are steady are dependable and excellent team players, providing stability and support. They prefer predictable routines and may struggle with change or quick decision-making.
4. Conscientiousness: Concerns attention to detail, organization, and accuracy. Highly conscientious people are planners and adhere to rules and structures. They excel in strategic positions requiring precision and can sometimes be perceived as overly meticulous or critical.

The DISC assessment is particularly valued for its straightforwardness and practical insights into everyday business behaviors, making it a favorite in corporate environments for enhancing teamwork, communication, and job placement.

However, some critics argue that it might oversimplify the complexities of human behavior, lacking the depth found in more comprehensive psychological assessments.

Based on work-related activities and preferences, the Holland Code (RIASEC) classifies people into six personality categories.

1. Realistic (R): Prefers physical activities that require skill, strength, and coordination. Typical realistic careers include engineering, mechanics, and construction. People in this category often enjoy working with tools or machines.
2. Investigative (I): Enjoys working with ideas and requires an analytical, intellectual approach. Careers that fit well here include science and research roles. These individuals love to explore and understand phenomena.
3. Artistic (A): Prefers creative, unstructured activities. This type suits careers in the arts, writing, and music. Artistic individuals thrive in environments that allow for self-expression and creativity.
4. Social (S): Prefers activities that involve helping, teaching, or providing service to others. Careers in healthcare, education, and social work are ideal for this type. They are often empathetic and enjoy improving others' lives.
5. Enterprising (E): Enjoys persuasive, leadership, and management roles. Suitable careers include business, marketing, and politics. Enterprising individuals are good at influencing others and are often ambitious and assertive.
6. Conventional (C): Prefers structured, rule-regulated activities. Ideal careers might include accounting, administration, and management. People in this category are detail-oriented and organized, excelling in structured environments.

This methodology is ideal for career coaching and connecting people to occupations that suit their interests and personalities. Someone interested in art may succeed in graphic design or the performing arts.

This RIASEC approach emphasizes matching personal attributes to job demands throughout professional development. However, talents, beliefs, and market wants may not be considered.

The Sixteen Personality Factor Questionnaire (16PF) is a comprehensive tool developed by psychologist Raymond Cattell that assesses a broad range of sixteen different personality traits. This test provides a detailed profile of an individual’s personality, capturing both primary and secondary traits which help to predict behavior in various contexts, including professional settings. Here’s how the 16PF functions:

1. Comprehensive Analysis: The 16PF assesses wide-ranging aspects of personality through sixteen distinct scales. Each scale measures a specific trait, such as warmth, reasoning, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance, abstractedness, privateness, apprehension, openness to change, self-reliance, perfectionism, and tension.
2. Application in Various Fields: Due to its detailed and nuanced approach, the 16PF is utilized across diverse domains. It's employed in organizational settings for recruitment and professional development, in counseling to aid personal growth, and extensively in psychological research.
3. Insight into Behavior: The test results can provide insights into how individuals might react under stress or in challenging situations. For example, a high score in emotional stability suggests a person's strength and composure under pressure.
4. Interpretation and Use: The complexity of the 16PF means that interpreting its results typically requires expertise in psychometrics. This complexity can sometimes limit its practical use in settings where such expertise is unavailable.
5. Potential Limitations: Its length and detailed nature might deter frequent use, especially in fast-paced environments where quick assessment tools are preferred.

The 16PF is a valuable psychological tool that provides deep insights into human personality, offering significant benefits for both personal and professional development. However, its effective use requires a solid understanding of psychometric principles.

StrengthsFinder, also known as CliftonStrengths, is a tool that helps organizations identify the top talents of their employees or candidates. It evaluates individuals on 34 different strengths to understand where they excel. This information is used by employers to align employees with roles, projects, or teams where their specific strengths can be most effectively utilized.

The assessment encourages a workplace environment that focuses on what employees are naturally good at, which can enhance their productivity and satisfaction.

Knowing an employee's strengths allows managers to tailor development programs, mentorship opportunities, and even plan for succession, ensuring that the organization is prepared for future changes.

By emphasizing strengths, the assessment aims to foster a culture that values diversity, encourages continual learning, and promotes collaboration. This strengths-based approach helps to create a more dynamic and supportive work environment, encouraging employees to thrive and contribute to their fullest potential.

The Enneagram Test classifies individuals into one of nine distinct personality types, each with unique ways of thinking, feeling, and behaving. Employers use the test to delve deeper into a candidate's underlying fears, motivations, and aspirations. This insight is invaluable for determining how well a candidate might mesh with the company's culture and collaborate with others.

Understanding an employee's Enneagram type can also guide more personalized approaches in coaching, career development, and resolving conflicts within teams. However, it's important to use the Enneagram thoughtfully. People might identify with multiple types over time as self-awareness and personal growth evolve. This dynamic nature requires a careful and adaptive approach when applying Enneagram insights in the workplace.

The Predictive Index (PI) is a behavioral assessment tool that predicts an individual's workplace behaviors and potential based on four primary factors: dominance, extraversion, patience, and formality.

Organizations use the PI to gauge how well a candidate might fit a particular role and their potential for future performance. By understanding the natural tendencies and motivators of job prospects, companies can enhance employee engagement, increase retention rates, and boost overall productivity.

When integrating the PI into recruitment processes, it's important to consider the broader context, including personal differences, specific job requirements, and the overall corporate culture, to make informed hiring decisions and foster team balance and talent development.

The Hogan Personality Inventory (HPI) assesses seven core personality dimensions to understand how individuals may behave in the workplace, what values they might bring, and potential pitfalls in their behavior, often referred to as derailers. This tool is widely used in organizational settings to enhance decisions related to hiring, development, and succession planning.

By predicting job performance and leadership potential, the HPI helps companies identify strengths and areas for improvement in candidates and employees. This facilitates responsible leadership, encourages honesty, and fosters a culture of continuous development, all contributing to better employee engagement and organizational success.

When using the HPI, it's crucial for assessments to be interpreted by qualified professionals who can consider the nuances of individual personality in conjunction with the specific environmental factors at play in the organization.

The Caliper Profile is a multifaceted tool used to assess personality traits, motivations, and job suitability, helping employers understand not only what talents and limitations candidates bring but also how well they fit within the corporate culture.

This assessment aids in strategic hiring, leadership development, and succession planning, enhancing an organization's adaptability and resilience.

By pinpointing each employee’s strengths and areas for improvement, the Caliper Profile promotes increased engagement, retention, and performance, which are crucial for long-term business success.

To maximize its effectiveness, the Caliper Profile should be integrated within a broader talent management strategy, combining assessment results with performance data and insights from behavioral interviews to inform decision-making processes.

Successful and fair recruitment personality tests need careful planning and execution. 8 top practices for personality-testing recruitment are as follows:

1. Ensure Equity and Access

1. Conduct personality tests that are accessible to everyone, including physically and culturally accommodating tests for disabled and diverse individuals.
2. Offer tests in multiple languages or provide language assistance to ensure fairness.

2. Offer Candidates Feedback

1. Use personality tests as a tool for professional development by offering candidates constructive feedback on their strengths and weaknesses.
2. This transparency helps build trust and improves the candidate experience by enhancing self-awareness and career alignment.

3. Train Your Hiring Teams in order to Reduce Bias

1. Educate hiring teams on recognizing and mitigating unconscious bias to ensure fair and objective recruitment decisions.
2. Address common biases such as stereotype threat and confirmation bias in training sessions.

4. Integrate Feedback Loops

1. Link personality test outcomes with job performance data to evaluate their predictive validity.
2. Use feedback loops to refine testing tools and selection processes, enhancing the effectiveness of recruitment strategies.

5. Consider Ethics and Privacy

1. Maintain strict confidentiality and data protection in line with regulations such as GDPR and HIPAA.
2. Ensure candidate data is stored securely and that candidates are informed about how their information is protected.

6. Stakeholder Engagement in Test Selection

1. Involve key figures in the organization to choose personality tests that align with company values and objectives.
2. Collaborative selection processes help garner support for the testing tools used, ensuring they are fit for purpose.

7. Enhance Learning and Development

1. Provide ongoing educational opportunities for recruitment staff to stay current on best practices in personality testing and assessment.
2. Foster a culture of continuous improvement to keep pace with advancements in testing methodologies and to enhance recruitment outcomes.

Thats a Wrap

Why spend hours and hours on deciding the right candidate for the new job when you can do so with the help of a well-planned personality test?

All you have to make sure of is which personality test matches the current needs of your organization and the type of candidate you are looking for.