What is Personality Assessment During Hiring? A Complete Guide.

Personality tests are popular tools for evaluating a person’s qualities, characteristics, and behavioral inclinations, among other aspects of their personality. These personality assessments become very helpful when you are hiring key executives in your organization. These assessments offer insightful information on how people feel, think, and act in various contexts, helping people and organizations get a better understanding of both themselves and other people. We’ll go over the fundamentals of personality tests, their importance, and popular varieties that are applied in various situations in this introduction.

What Are Personality Tests?

Personality tests are psychological evaluation tools used to analyze a person’s distinct thoughts, moods, and behavior patterns. These assessments seek to offer insights into a person’s preferences, attributes, and personality, which might affect how they approach activities, interact with others, and go through different phases of life. Self-report inventories, structured questionnaires, and other standardized techniques are used to perform personality tests, which are based on accepted theories of personality psychology. They are applied in several situations, such as career planning, team building, hiring procedures in organizations, and personal growth. Personality tests give an insight into a person’s personality profile and can be used to identify strengths, flaws, preferences, and possible growth areas. This knowledge can help individuals become more self-aware, communicate effectively, and make well-informed decisions.

Types of Personality Tests

Different types of personality tests are available, and they are all intended to evaluate distinct facets of a person’s personality. The following are a few popular kinds of personality tests:

1. 16PF

the 16PF (16 Personality Factors) Questionnaire is a thorough personality evaluation tool that gauges a person’s qualities across 16 major factors. The 16PF Questionnaire, created by psychologist Raymond Cattell in the middle of the 20th century, offers a thorough assessment of a person’s personality, including their motives, interpersonal inclinations, strengths, and weaknesses. The theory behind Cattell’s factor analysis, which suggests that personality may be explained in terms of underlying, stable features or factors, forms the basis of the questionnaire. The 16 main criteria evaluated by the 16PF Questionnaire are summarized as follows:

• Warmth
• Reasoning
• Emotional Stability
• Dominance
• Liveliness
• Rule-Consciousness
• Social Boldness
• Sensitivity
• Vigilance
• Abstractedness
• Privateness
• Apprehension
• Openness to Change
• Self-Reliance
• Perfectionism
• Tension

Every component stands for a distinct facet of a person’s personality, such as conscientiousness, sociability, emotional stability, and openness to new experiences. When filling out the questionnaire, respondents mark the statements they agree or disagree with on each factor. These answers are then scored to create a personality profile. To gain insight into a person’s personality traits, preferences, and behavioral inclinations, the 16PF Questionnaire is frequently used in clinical psychology, counseling, career assessment, and personnel selection. It enhances communication and interpersonal connections, helps people and organizations better understand themselves and others, and empowers them to make wise decisions in a variety of personal and professional circumstances.

2. DISC Assessment

A behavioral profile instrument called the DISC Assessment is used to assess a person’s inclinations and preferences for behavior in different contexts. The DISC model, which was created in the early 20th century and was based on the research of psychologist William Moulton Marston, divides people into four main behavioral styles: dominance, influence, steadiness, and conscientiousness. Individuals and organizations can enhance communication and collaboration by gaining an understanding of their interpersonal dynamics through the representation of various patterns of behavior, communication, and interaction represented by each style. An outline of the four DISC behavioral styles is provided below:

• Dominance (D): Assertive, direct, and goal-oriented are characteristics of people with a dominant behavioral style. They are bold, self-assured leaders who take the initiative to accomplish their objectives and flourish in demanding circumstances. Controlling circumstances, being proactive, and being efficient are valued by dominant people.
• Influence (I): People who are focused on influence are gregarious, extroverted, and effective communicators. They are excellent at forming bonds with people, motivating others, and encouraging collaboration. Influence-oriented people are upbeat, positive, and skilled at inspiring others to accomplish shared objectives.
• Steadiness (S): People who prioritize steadiness tend to be dependable, understanding, and helpful team members. Stability, harmony, and interpersonal relationships are important to them, and they want to work in places where they are respected and trusted. People who are steadiness-oriented listen sympathetically and value collaboration and reaching consensus.
• Conscientiousness (C): Those who exhibit conscientiousness approach activities and projects analytically, meticulously, and methodically. They strive for quality in their work and decision-making, placing a high emphasis on precision, correctness, and adherence to standards. Those who are conscientious are well-organized, disciplined, and goal-oriented.

DISC evaluations are usually given out in the form of questionnaires or assessments that ask participants to answer questions about their preferences and conduct concerning statements or scenarios. Individuals receive a profile based on their answers that includes information about their communication preferences, strengths, and areas for improvement, as well as their primary and secondary behavioral styles. The DISC model is frequently utilized in conflict resolution, team building, leadership development, and personal and professional development to increase self-awareness, strengthen communication abilities, and create more cohesive teams and relationships.

3. The Big Five Personality Inventor

The Five-Factor Model (FFM), sometimes referred to as the Big Five Personality Inventory, is a popular psychological assessment tool that evaluates a person’s personality qualities along five major dimensions. The Big Five model, which was created based on decades of research in personality psychology, offers a thorough framework for comprehending and classifying many facets of human nature. The Big Five Personality Inventory measures the following five dimensions:

• Openness to Experience: This dimension represents a person’s readiness to accept novel concepts, viewpoints, and experiences. Individuals who score low on openness may favor regularity, familiarity, and tradition, whereas those who score high on openness are typically creative, inquisitive, and open-minded.
• Conscientiousness: Conscientiousness is the level of responsibility, organization, and self-control that a person demonstrates. While low conscientiousness can show itself as impulsivity, disorganization, and a lack of follow-through, high conscientiousness is linked to qualities like dependability, diligence, and goal-directed conduct.
• Extraversion: The degree to which a person is gregarious, vivacious, and outgoing in social settings is known as extraversion. Extremely extroverted people are typically outgoing, confident, and upbeat; they thrive in social situations and look outside of themselves for excitement.
• Agreeableness: Being agreeable indicates a person’s propensity for empathy, cooperation, and concern for others. Kindness, generosity, and tolerance are qualities linked to high levels of agreeableness, whereas competition, skepticism, and animosity in social situations are attributes linked to low levels of agreeableness.
• Neuroticism: Also known as emotional instability, neuroticism gauges a person’s level of emotional sensitivity, anxiety, and moodiness. While low neuroticism is linked to emotional stability, resilience, and a calm demeanor, high neuroticism is typified by a propensity to feel negative emotions like anxiety, despair, and impatience.

Usually, self-report questionnaires or tests are used to administer the Big Five Personality Inventory. Respondents rate how much they agree or disagree with statements on each personality factor. After that, scores on each dimension are computed to produce a personality trait profile for each individual. Research, therapeutic practice, and corporate contexts all make extensive use of the Big Five model for tasks including career assessment, hiring decisions, and interpersonal compatibility assessments.

4. Culture Fit

Organizations utilize a test called a “culture fit” to determine how well a candidate’s values, beliefs, and actions fit into the work environment and culture of the company. A cultural fit test considers how well a candidate’s personality, work style, and communication preferences fit within the framework of the organization’s values, mission, and conventions, as opposed to typical personality tests, which concentrate on individual attributes.

A culture fit test is designed to make sure that applicants can succeed in the company’s distinctive work culture and that they share its values in addition to having the skills and qualifications required for the position. Organizations seek to improve worker happiness, engagement, and retention through culture fit assessments. They also hope to foster innovation, teamwork, and a feeling of community among their workforce.

A test of cultural fit may comprise scenarios or questions that evaluate a candidate’s:

• Conformity to the goal, vision, and guiding principles of the organization.
• Compatibility with the work culture of the organization, including its cooperation philosophy, decision-making procedures, and communication methods.
• Flexibility and receptivity to change, particularly when the organization is expanding or changing.
• The capacity to overcome obstacles and solve problems in an organizational setting.
• Respect for inclusiveness and diversity, as well as a readiness to work cooperatively with coworkers who have diverse experiences and viewpoints.

While evaluating culture fit is crucial, companies also need to make sure that their hiring procedures continue to be impartial, open, and devoid of prejudice. Finding a balance between evaluating cultural fit and appreciating inclusiveness and diversity in the workplace is crucial.

5. Enneagram

Nine different personality types, each with their motives, anxieties, wants, and behavioral patterns, are described by the Enneagram personality typing system. The Enneagram is a framework for understanding human personality and relationships, as well as personal growth and transformation. It was developed from ancient wisdom traditions. The term “enneagram” refers to the nine-pointed diagram that depicts the nine personality types, and is derived from the Greek words “ennea” (nine) and “gramma” (figure or symbol).

Here’s an overview of the nine Enneagram personality types:

• Type 1: The Reformer: Principled, responsible, and idealistic, One strives for perfection and integrity, often serving as moral compasses and advocates for change and improvement.
• Type 2: The Helper: Generous, empathetic, and nurturing, Twos are driven by a desire to be loved and needed, often putting others’ needs before their own and seeking approval and validation through acts of kindness and service.
• Type 3: The Achiever: Ambitious, adaptable, and success-oriented, Threes are motivated by a desire for achievement and recognition, often striving to excel in their endeavors and present a polished image to others.
• Type 4: The Individualist: Creative, introspective, and emotionally sensitive, Fours are driven by a longing for authenticity and self-expression, often grappling with feelings of uniqueness, melancholy, and longing for a deeper connection.
• Type 5: The Investigator: Analytical, insightful, and independent, Fives are driven by a thirst for knowledge and understanding, often withdrawing into their inner worlds to explore ideas and concepts in depth.
• Type 6: The Loyalist: Responsible, loyal, and security-oriented, Sixes are driven by a need for safety and guidance, often seeking support and reassurance from trusted sources and preparing for potential threats or dangers.
• Type 7: The Enthusiast: Spontaneous, optimistic, and adventurous, Sevens are driven by a desire for new experiences and possibilities, often seeking stimulation and avoiding pain or discomfort through distraction and excitement.
• Type 8: The Challenger: Assertive, confident, and protective, Eights are driven by a need for control and autonomy, often confronting challenges head-on and advocating for justice and fairness.
• Type 9: The Peacemaker: Easygoing, accommodating, and harmony-seeking, Nines are driven by a desire for inner peace and unity, often mediating conflicts and avoiding confrontation to maintain harmony and stability.

People are said to have a dominant Enneagram type that shapes their interactions with others as well as their ideas, feelings, and behaviors. Every Enneagram type is also connected to other kinds, which adds to a dynamic and intricate understanding of personality dynamics and areas for development. The Enneagram is a tool that is frequently used for spiritual growth, team building, personal development, and interpersonal communication. It provides insights into people’s motivations, strengths, obstacles, and pathways to self-awareness and transformation.

How Personality Tests Help for Hiring

There are various advantages of using personality tests during the hiring process that help with successful team building and well-informed hiring selections. The following justifies the benefits of using personality testing in the hiring process:

1. Improved Candidate Evaluation: Personality assessments reveal more about applicants than just their abilities and credentials. Recruiters can better understand candidates’ work methods, behavioral inclinations, and fit with the job role and company culture by evaluating personality traits.

2. Evaluation of Cultural Fit: Personality assessments aid in determining how well candidates match the norms, values, and cultural expectations of the organization. Hiring applicants who fit the organization’s culture and have the requisite abilities improves employee engagement, retention, and satisfaction.

3. Predictive Validity: Studies have demonstrated the relationship between a few personality factors and success in particular roles as well as job performance. Recruiters can forecast candidates’ likelihood of success in a role more accurately if they find candidates whose personality qualities match the job criteria.

4. Decreased Turnover: The probability of turnover is decreased when applicants are hired who are a good fit for the position and the company. Personality tests are a useful tool in identifying individuals who are likely to succeed in the position and maintain motivation and engagement over time, which lowers attrition rates and lowers recruitment expenses.

5. Team Dynamics: By revealing individuals’ communication preferences and interpersonal skills through personality tests, varied and well-balanced teams can be more easily assembled.

6. Objective Decision-Making: By providing a systematic and objective means of assessing applicants, personality tests help to mitigate the impact of prejudices and subjective opinions throughout the recruiting process. This encourages consistency, justice, and equity in the decision-making process, which results in more recruiting decisions based on merit.

7. Possibilities for Development: In addition to helping with hiring decisions, personality assessments give applicants insightful information about their assets, shortcomings, and potential growth areas. Both candidates and the organization can gain from the utilization of this input for customized coaching, training, and professional development programs.

8. Legal Compliance: Personality tests can reduce the possibility of discrimination in hiring procedures and assist ensure compliance with equal employment opportunity (EEO) legislation when utilized effectively and under applicable laws and regulations.

All things considered, including personality assessments in the hiring process provides a comprehensive method of assessing candidates, empowering hiring managers to make well-informed choices that support the objectives of the company and help create high-achieving teams.

Also read: Ways by which the personality test helps find the right candidate

How to Select the Ideal Personality Assessment for Your Company

Selecting the best personality assessment for your company requires careful consideration of several aspects to guarantee that the evaluation is in line with your hiring objectives, organizational culture, and job roles. This is a comprehensive guide that will help you select the best personality assessment for your company:

1. Establish Your Goals: Start by outlining the rationale behind the use of a personality assessment in the hiring process at your company. Decide whether your goals are to evaluate cultural fit, forecast work performance, spot leadership potential, or improve teamwork.

2. Recognize the Job Roles: Take into account the particular demands and traits of the job roles that you plan to use the personality assessment for. Select a personality assessment that evaluates the qualities that are pertinent to each function, because different roles may require different personality traits to succeed.

3. Investigate Your Options: Learn everything there is to know about the several personality assessments that are on the market. Take into account elements including the test’s validity, reliability, psychometric qualities, and compatibility with accepted theories of personality psychology.

4. Assess Test Validity: Examine the validity of the test by looking for proof that it can accurately predict work performance and other pertinent outcomes. The validity studies carried out by independent researchers or the test publisher can offer important insights into how well the test measures personality traits.

5. Think About Organizational Culture: Determine whether the personality test is consistent with the standards, conventions, and values of your organization. Select a personality test that evaluates characteristics that align with the culture and ideal work environment of your company.

6. Examine Test Administration: Take into account pragmatic aspects like test administration convenience, the availability of internet platforms for testing, and the amount of time candidates need to finish the evaluation.

7. Seek Expert Advice: To learn more about the benefits and drawbacks of various personality tests, speak with professionals in talent assessment or industrial-organizational psychology. They can offer helpful advice on which exam would be best for the requirements of your company.

8. Pilot Test the Assessment: Conduct preliminary testing of the personality test with a small sample of applicants or staff members before completely integrating it into your hiring procedure. Examine the test’s applicant feedback, usefulness, and compatibility with your hiring goals.

9. Test Results: Keep an eye on things and assess how well the personality test is helping you reach your hiring objectives. Get input from hiring managers, recruiters, and candidates to determine what needs to be optimized and improved.

10. Verify Legal Compliance: Verify that the personality test conforms with all applicable laws and rules, including those on equal employment opportunity (EEO) and standards for impartial and nondiscriminatory hiring procedures.

These guidelines will help you select a personality test that will efficiently evaluate applicants’ features, improve your company’s hiring procedure, and help you create high-achieving teams who share your values and objectives.

Conclusion

To sum up, choosing the best personality test for your company is essential for streamlining the hiring process and assembling a top-notch staff. With these personality assessments, you can find information about candidates that you won’t see in any skill tests, resumes, or video interviews. For many hirings, it is the personality that matters more than skills, and using these assessments helps organizations find the right match. They facilitate personal and professional development for candidates, empowering them to understand their strengths, areas for growth, and career preferences. In the end, using the appropriate personality test improves your capacity to evaluate applicants’ fit for positions, forecast work output, and cultivate a positive workplace culture, all of which contribute to increased employee success and productivity.