Hosted By

Isaiah Hankel, PhD
Isaiah Hankel, PhD
Chief Executive Officer Cheeky Scientist

Join us as we talk about…

In this week’s episode…

  • You’ll learn about why more and more employers are using personality tests to screen applicants
  • Next, you’ll learn 4 purposes for personality tests
  • Finally, you’ll learn 9 of the most common tests used

In today’s competitive job market, companies are constantly seeking new ways to identify the best-fit candidates for their organizations. One approach that has gained popularity in recent years is the use of personality tests during the hiring process. These tests aim to assess an individual’s personality traits, work style, and compatibility with the company culture.

Overall, there are 4 general purposes in the hiring process: the first is Cultural Fit Assessment: Companies use personality tests to gauge whether a candidate’s personality aligns with the organization’s values, culture, and mission. This helps ensure that new hires are likely to thrive within the company’s work environment.

The second is Predicting Job Performance: Some personality tests claim to predict how well a candidate might perform in a particular role based on their personality traits. Employers hope to identify individuals who possess the right qualities for success in a specific job.

The third is Team Compatibility: For positions that require collaboration and teamwork, personality tests may be used to assess how well a candidate would integrate with existing team members. This is crucial for maintaining a harmonious work environment.

The fourth is Personal Development: Beyond hiring, companies sometimes use personality assessments for employee development and training. But what about the specific types of tests employers use? The choice of which personality test to use can vary by industry, company size, and specific job roles.

The 9 most common personality tests and assessments that we see employers using right now are as follows.

First, the Myers-Briggs Type Indicator (MBTI): The MBTI categorizes individuals into one of 16 personality types based on preferences for factors such as extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. It is often used for team-building and personal development.

Second, The Big Five Personality Traits: Also known as the Five Factor Model, this assessment measures five key personality dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism. It is widely used to assess individual traits and predict job performance.

Third, the DISC Assessment: The DISC model assesses four primary personality traits: Dominance, Influence, Steadiness, and Conscientiousness. It is often used for team building, communication improvement, and leadership development.

Fourth, the StrengthsFinder (CliftonStrengths): This assessment focuses on identifying an individual’s top strengths out of a list of 34 themes. It is often used for personal and professional development and to match individuals with roles that align with their strengths.

Fifth, the Predictive Index (PI): The PI assessment measures four primary factors: dominance, extraversion, patience, and formality. It is commonly used for workforce planning and employee development.

Sixth, the 16PF (Sixteen Personality Factor Questionnaire): This assessment measures 16 personality factors, providing a more in-depth analysis of an individual’s personality traits. It is often used for employee selection and development.

Seventh, the Hogan Assessments: Hogan offers a range of personality assessments, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI). These assessments are used for leadership development and selection.

Eighth, the Caliper Profile: The Caliper Profile measures personality traits, motivators, and potential areas of development. It is often used for employee selection and development.

Ninth, the Berke Assessment: The Berke Assessment evaluates personality traits, cognitive abilities, and job fit. It is used for pre-employment assessments and employee development.

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