Different Types of Personality Tests

Personality tests are used by employers as part of the recruitment and selection process when trying to select “suitable” job applicants or candidates for a job. In this post we are going to take a brief look at few different type of personality tests that employers use as part of their recruiting process.

The Big 5 Personality Traits

The big 5 factors of personality which are used to describe human personality are openness, conscientiousness, extraversion, agreeableness, and neuroticism.  This test is considered to be the most current, valid, and reliable means of assessing personality. Psychologists use it as the primary means of understanding and interpreting personality. (Personality Tests: The main personality tests, n.d.)

Neo PI-R (Neo Personality Inventory Revised)

This test is used to understanding personally traits and uses the same 5 factors as The Big 5 openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each characteristics is based on six scales consisting of specific groups of Interco related traits. The test provides a measure of one’s emotional, interpersonal, experiential, attitudinal and motivational style. (Personality Tests: The main personality tests, n.d.)

Sixteen Personality Factor

The 16PF5 test analyze the 16 main factors and 5 characteristics of personality which are anxiety, extroversion, sensitivity, independence, impulsivity. This test is used in business and industry to predict job related criteria such as sales effectiveness, work efficiency and tolerance for routine. (Personality Tests: The main personality tests, n.d.)

DISC Assessment

Disc looks at the behavior of individuals in their work environment or within in certain situation. It classifies four aspects of behavior by testing dominance, influence, steadiness, and compliance. (Personality Tests: The main personality tests, n.d.)

PA Preference Inventory Personality

This is a simply personality test that helps companies assess the behavior and preferred work style of both new and existing employees. It’s a good tool for personal development and provides information to help with a selection decision. (Personality Tests: The main personality tests, n.d.)

 

http://www.personalitytestfree.net/personality-tests.php

 

DISC Personality Types

After doing a personality test its clear that people differ in their core personality characteristics and traits. Personality reflects the relatively stable differences in the goals that people are motivated to pursue. There are many different personality tests that can determine what your personality type is and depending on which test you do their theory is different in determining your type. Below is the DISC circle that show the four basic DISC types or styles which has descriptive words attached to it. These words attempt to capture the typical behavior exhibited by people and also show behavioral traits or tendencies that describe each quadrant of the circle. (Harris, n.d.)

 

The DISC Model of Human Behavior

As mentioned in my first blog I did the DISC personality test and found out that my personality type is C/SD which is a blend of cautious, supportive and dominant traits however my cautious trait is a little stronger than supportive and dominant traits.  I have given a brief description of DISC four personality types below so you can see what my personality type is.

Dominant – People who are both outgoing and task oriented. They focus on results, problem solving, and the bottom line. (Harris, n.d.)

Inspiring – Outgoing and people oriented. They focus on interacting with people, having fun, and creating excitement. (Harris, n.d.)

Supportive – Reserved and people oriented. They focus on preserving relationships and creating or maintaining peace and harmony. (Harris, n.d.)

Cautious – Reserved and task oriented. They focus on facts, rules, and correctness. (Harris, n.d.)

What’s your personality Type? Do the DISC test and find out?

http://discpersonalitytesting.com/blog/what-is-the-disc-model/

Should Companies Use Personality Tests?

For a decade now many employers have decided to use personality tests as part of the hiring process to determine if someone’s personality will fit a specific position or not. I personally think employers should get rid of personality tests. Personality tests measure different attitudes about items. It doesn’t tell you anything on how that person will perform on the job or react to different work situations.  A lot of these tests that measure characteristics of your personality don’t measure things that are job-related. These tests can’t really determine behaviour as people act differently in different situations. In these types of tests there’s always a chance that potential employees may respond to the questions how they think the employer will like them too. Therefore, the test results won’t be a true representation of their own personalities. Is there any evidence that shows that employers have gotten the best employees at the end of the hiring process by using personality test? I don’t think so. I decided to do a personality test and I did the Disc personality testing as I was curious as to what will come back as my personality. My Disc style is C/SD which is a blend of cautious, supportive and dominant traits but my cautious trait is a little stronger than supportive and dominant traits.  Oddly enough some of the things that this test had to say about my personality was accurate but does that change my mind about personality tests….NO! Most jobs don’t need a particular personality type to ensure that there is success. (Do Personality Tests Work for Screening Candidates?, n.d.)

What are your thoughts about personality tests?

http://ignitetechnical.com/hiring/do-personality-tests-work-for-screening-candidates

Advantages and Disadvantages of Personality Tests

As we already know employers are using personality tests as part of the hiring process. Education and work experience is no longer enough to determine if the candidate will be good match for a company. Employers feel that being compatible with the company’s culture and philosophy will lead to better business relationships in the long run and employees will have better work performance. Before using personality test there are some advantages and disadvantages to consider. (Pindzia, 2015)

Advantages

·       Supports the Interview: Helps the interviewer know which softs skills and behavioural questions to focus on. (Pindzia, 2015)

·       Insight: Gives the interviewer an understanding of what the candidate will bring to job. (Pindzia, 2015)

·       Management Tool: Helps employers understands employee values and what they are looking for from the employer. (Pindzia, 2015)

·       Improving the culture: Helps employers understand employee’s communication style, leadership styles, learning styles and how much are they an introvert or extrovert. (Pindzia, 2015)

·       Team Building: Helps the employer understanding the team member’s personality. (Pindzia, 2015)

Disadvantages

·       Takes Time: Administering the test and obtaining results from a professional can take time. (Butler, 2014)

·       Costs: Test can cost between $100 and $5000 per candidate depending on which test you use. (Butler, 2014)

·       Results: They’re not the final answer. (Butler, 2014)

·       Rules: Isn’t a government regulation and anyone can design and administer the test. To insure there is accuracy and to avoid discrimination its best to have a professional perform and evaluate the test. (Butler, 2014)

Personality tests shouldn’t be the end all be all when it comes to hiring. They should be combine with an interview and references to get a good representation of who that candidate really is. Since some test are better predictors than other its best to do your research and find a test that will work for the company.

If you were an employer would you use personality test? Why or why not?

http://www.proformablog.com/pros-and-cons-of-personality-assessments/

http://www.helioshr.com/2014/05/pros-vs-cons-of-using-personality-assessments-for-hiring/

 

Companies in Canada That Use Personality Tests

Psychometrics Canada provides assessment tools and consulting services that help organizations effectively evaluate, select, and develop people in the areas of business, government, and education. Their skills in applying business psychology in the areas of employee selection, skills and performance assessment, personal and leadership development, team building and conflict resolution. They also design and develop secure online selection and assessment systems which can be modified to fit any organizations needs. Four thousand of their clients trust their online assessments that gives them an understanding into personality, behaviour, cognitive ability, leadership potential, as well as safety and reliability. Psychometrics Canada uses some of the best assessments systems and tools that are available today and are the only authorized Canadian distributor of the Myers-Briggs Type Indicator (MBTI), Strong Interest Inventory (SII), Thomas-Kilmann Conflict Mode Instrument (TKI) to name a few and are available in both French and English. Their list of clients is more than 7000 organizations which includes 84 of the top 100 companies in Canada. Some companies that use Psychometrics are listed below: (Great People Are At The Heart Of Every Successful Organization, 2015)

BM -  uses the Myers-Briggs Type Indicator to create a shared language that transcends national boundaries. (Great People Are At The Heart Of Every Successful Organization, 2015)

Cambridge Fire Department - uses the MBTI tool to reduce personality clashes, conflicts and formal grievances. (Great People Are At The Heart Of Every Successful Organization, 2015)

Hallmark - uses the MBTI® Tool to improve manager’s communication skills, so they can interact and persuade effectively. (Great People Are At The Heart Of Every Successful Organization, 2015)

Revera - uses the Work Personality Index assessment to help leaders live their values. (Great People Are At The Heart Of Every Successful Organization, 2015)

Finlandia University - uses the Strong Interest Inventory to motivate and support students from disadvantaged backgrounds. (Great People Are At The Heart Of Every Successful Organization, 2015)

Molson – uses MBTI Assessment to help improve team performance. (Great People Are At The Heart Of Every Successful Organization, 2015)

That’s just a short list of companies/ organizations the use Psychometrics to get help in selecting employees and to help develop their talent through various assessments.
 
Does your employer use personality tests? If so which one?

 

https://www.psychometrics.com/about/