Personality tests are often used by companies for screening purposes, but they can also be used as part of an employee’s development plan or performance management process.
The goal of these types of tests is not only to identify strengths and weaknesses in an employee’s personality but also to provide feedback on how those traits relate to their job performance.
In today’s economy, many companies use personality tests as part of their onboarding process. This approach allows them to get to know new employees on an individual basis and helps them make connections with other employees within the company.
Let’s take a look at the top personality tests employers use today to screen potential team members and help ensure they find a role within the organization that fits their strengths and interests.
The Myers-Briggs Type Indicator (MBTI) is a personality test that’s commonly used by employers when onboarding new team members. It helps them determine whether an individual would be a good fit for the company culture.
The MBTI was initially developed by Isabel Briggs Myers and her mother, Katharine Briggs, in the 1940s. This test measures how people perceive the world and make decisions based on those perceptions.
It’s based on Carl Jung’s theory that we all have four basic personality preferences: extroversion (E) or introversion (I), sensing (S) or intuition (N), feeling (F) or thinking (T), and perceiving (P) or judging (J). These preferences combine to form 16 distinct personality types.
When an employer uses this test, they’re looking at how well you fit into their company culture. Do you get along with your co-workers? Do you want to be challenged? Do you like working independently or with others? All these questions determine whether someone will be successful in a particular role within an organization.
The DiSC personality profile was designed by Walter Clark in 1940 as a behavioral assessment based on four dimensions: Dominance, Influence, Steadiness, and Conscientiousness.
This test can be administered by an employer or someone who has been trained in the DiSC methodology. The results are typically used to determine how a person will react in a group setting or in one-on-one interactions.
What’s interesting about the DiSC personality test is that it can be used as a predictor of how someone will react under stress, making it a popular choice for employers hiring team members who will be working in a high-pressure environment.
The MMPI is a personality test that has been used for decades by employers. It is a lengthy questionnaire that asks people about their past and present behaviors, thoughts, and feelings.
The results are scored according to how well they match up with the traits of different types of people. While the test was originally designed to identify potential mental disorders, it has also been used to predict job performance.
The MMPI presents you with statements about yourself, such as “I have had periods of several days when I could not shake off a strange feeling” and “There are times when I feel like smashing things on the wall.” You then choose whether each statement applies to you or not.
For example, if you answer “false” to the first question above, it means that you don’t often get depressed for no reason at all; if you answer “true,” it means that sometimes this does happen to you.
Your answers are interpreted by trained professionals who know how to interpret them properly based on research conducted over many years on thousands of people worldwide.
The Caliper Profile is an assessment that measures a person’s personality characteristics and unique motivations. This profile provides a detailed picture of an individual’s behavior and performance in the workplace and can be used to create customized development plans for employees.
All types of organizations use The Caliper Profile, from small businesses to Fortune 100 companies. It is also used by colleges and universities to assess students before they enter their graduate programs and by individuals who are interested in self-development.
The Hogan Personality Inventory (HPI) is a self-report test that measures personality across three dimensions: adjustment, sociability, and prudence.
This test is designed to determine your day-to-day personality — your true self, how you act when no one is looking, and what you would do if you didn’t have to worry about other people’s opinions of you. The Hogan Personality Inventory is a powerful tool that will help you understand who you are and what drives your behavior.
A high score indicates that someone tends to fall towards the upper end of that trait; a low score indicates that someone tends to fall towards the lower end of that trait.
For example, if someone has scored high on emotional stability, they are likely to be calm most of the time and rarely get upset or angry. If someone has scored low on emotional stability, then they tend to be easily upset or angered by things going wrong in their lives.
The results from the Hogan Personality Inventory can give employers an understanding of what type of person you are and how you will perform as an employee.
When it comes to hiring new employees, one of the most important aspects is personality fit. Top companies use personality tests to help determine whether a candidate’s personality is a good match with their company culture, as well as predict how they’ll perform on the job.
In order to have the best chance of finding candidates who will succeed in your company, you need to understand how these tests work and how you can use them effectively. They can help you find the right candidates for your team, but they can also be used as an onboarding and development tool to help employees grow and succeed.
By implementing personality tests into your hiring process and your employee development opportunities, you can drive better results among your team and create your desired workplace atmosphere.
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