A strong hiring process can help you identify the best candidates for any role. But even the best recruiters can't predict with 100% accuracy how a new hire will perform in your team. Sometimes, a very promising candidate might turn out to be disappointing. Other times, the person with the patchy resume might evolve to become your star player.
What makes hiring so tricky is this: people are complicated. All of us have different strengths and weaknesses, and we react in different ways to different environments. Recruiters and managers must constantly work to understand their teams and look for ways to bring out the best in people.
That's why so many companies use workplace personality tests and other forms of psychometric screening. An estimated 80% of Fortune 500 companies rely on such tests, with small and medium-sized organizations also eager to understand more about the people on their teams. Here's what these tests can do for you.
What is a workplace personality test?
A workplace personality test is a tool that helps employers understand individual traits. These tests vary in nature and purpose. Some can be performed with a quick online quiz; others require in-depth analysis.
While these tests can vary, they generally have some features in common:
- Focused on core traits: Personality tests usually focus on the traits that make us human, like how we communicate or how we solve problems. The goal is to understand the individual's approach to work, life, and social interactions.
- No study required: Screenings don't look at attributes that can be improved with time, such as technical proficiency or industry knowledge. Employees don't need to prepare for the test. In fact, it's often best if they don't.
- Descriptive, not predictive: Personality tests won't answer questions such as, "Is this person a retention risk?" or "Will they be a good manager?" Instead, tests help you understand the person a little better, which helps you to plan the future together.
Ultimately, workplace personality tests are tools that help you build a better team. The right screening tool, combined with other forms of assessment, will help you ensure that you have the right person in the right place.
7 of the most popular workplace personality tests
Finding the right personality test can take time. There are dozens of options on the market, and each one has slightly different pros and cons. Here are some of the most popular ones:
1. DiSC
What it is: DiSC assessment categorizes individuals into four primary personality types: Dominance, Influence, Steadiness, and Conscientiousness. It helps employers understand employees' work styles, communication preferences, and how they interact with others, which can improve team dynamics and productivity.
Why it's useful: DiSC can help you ensure that you have the right blend of personality types, which is essential for building a better team. DiSC is also helpful for understanding differences in communication styles and working methods, which can help reduce friction.
2. Big 5
What it is: The Big 5 personality traits, also known as the Five-Factor Model, measure five key dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. This test provides a comprehensive overview of an employee's personality, helping employers predict job performance and compatibility with team culture.
Why it's useful: Big 5 focuses on the individual personality, which can give some indication of the best role for each individual. It's also useful for designing personalized training programs and career paths.
3. Myers-Briggs Type Indicator (MBTI)
What it is: The MBTI identifies 16 personality types based on preferences in four areas: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. It helps employers understand employees' decision-making processes, strengths, and potential areas for development, fostering better teamwork and communication.
Why it's useful: MTBI is one of the oldest and most well-known personality tests. A lot of employees will be familiar with this approach and may already be aware of their own Myers-Briggs type.
4. CliftonStrengths
What it is: CliftonStrengths, formerly known as StrengthsFinder, identifies an individual's top strengths from a list of 34 talent themes. This test helps employers focus on employees' natural talents, enabling them to leverage these strengths for increased engagement, productivity, and job satisfaction.
Why it's useful: CliftonStrengths offers one of the broadest ranges of personality types, which is great for big teams. The model is also good for suggesting productive pairings of different personality types.
5. Enneagram
What it is: The Enneagram categorizes individuals into nine personality types, each with its own core motivations, fears, and behaviors. It provides insights into employees' underlying drivers and how they respond to stress and conflict, helping employers support personal and professional growth.
Why it's useful: Enneagrams have a slightly more spiritual focus than other tests. This can be helpful in environments where compassion, empathy, and communication are essential.
6. Predictive Index (PI)
What it is: The Predictive Index measures behavioral drives and cognitive abilities to predict workplace behavior and performance. It helps employers make data-driven hiring decisions, align roles with employees' natural tendencies, and improve team dynamics and leadership effectiveness.
Why it's useful: PI can be useful for identifying crucial traits needed to thrive in specific roles. For example, it can help identify people who are fast learners, creative thinkers, or those willing to speak up in difficult situations.
7. Kolbe Index
What it is: The Kolbe Index assesses an individual's instinctive strengths and problem-solving styles, focusing on how they take action. It helps employers understand employees' natural approaches to tasks and projects, which can help to optimize team roles and improve overall efficiency and job satisfaction.
Why it's useful: Kolbe tests focus heavily on doing—the way we plan, initiate, and execute tasks. It can be useful for identifying the right type of work environment and team structure for each person.
Tips on administering workplace personality tests
When administering workplace personality tests, you'll normally work with a vendor or with a trusted HR partner like Helios HR. They'll guide you through the process of arranging, conducting, and analyzing test results. Before you begin, here are some things to bear in mind:
- Have clear goals: Think about how you can use tests to improve hiring, team management, and professional development.
- Communicate the why: Talk to your team about the purpose of the tests and explain how they will benefit.
- Address any doubts: Personality tests rarely have a "wrong" answer. Let people know that the results won't have any negative consequences for their employment.
- Provide results and resources: Employees are often keen to learn more about their own personality type. Give detailed test results and provide information on the best ways to work with other personality types.
- Gather feedback: Follow up with teams and find out if the workplace personality tests have led to any improvements.
Need help with screening and assessments? Book a call with a Helios HR consultant today!
