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Personality tests for employment are an employee assessment tool that helps recruiters identify a candidate’s behavioral patterns and work style in specific situations. It helps recruiters align culturally fit candidates and those with the required personality traits for specific job roles. Besides, the personality test for hiring guides employers in making effective hiring decisions and understanding the candidate’s core personality traits, such as openness, extraversion, conscientiousness, agreeableness and neuroticism. Most of the Fortune 100 companies use personality tests to hire the best from a candidate pool.
Companies that employ the personality test for employment are Mercer | Mettl, McKinsey and Company, Samsung, Philips, Lufthansa, Pepsico, Maruti Suzuki, Airtel, Kotak Mahindra, Microsoft, Ola, Amazon.com, Inc., etc.
Personality assessment tools help recruiters filter the right candidates seamlessly and enable companies to choose the right talent. The assessment tools help employers better understand the candidates and improves the team’s overall productivity and effectiveness. Various personality assessment tools, such as the Big Five Personality Tests or the Myers-Briggs Type indicator, unveil a candidate’s behavioral aspects: motivation, emotional intelligence, compatibility, performance, values, preferences and cognitive ability. The personality tests for hiring help talent acquisition experts narrow down the potential hires.
The List of Popular Personality Assessment Tools Is Listed Below:
As per Jon Hill, Chairman & CEO, The Energists:
“We’ve experimented using employee personality profile tests during recruitment for several years but have only been using them consistently since the shift to remote recruiting. They’ve proven especially beneficial to gain some insights into candidates that we find are more difficult to assess during video/phone interviews. One of the main things we test for is the candidate’s level of independence, e.g., whether they prefer to work independently or as part of a team. We also look for how well the candidate’s personality aligns with our company culture and values.
Using them does make finding ideal candidates easier. It cuts down on time spent in interviews and provides a measurable metric for comparing candidates, which ultimately makes the entire process more efficient.
I’ve found work personality tests to be especially helpful tools during leadership training because they can help new leaders identify their strengths, weaknesses, and best leadership style. In this context, they’re used to help the employee learn more about themselves, not as a way for management to determine who they’ll promote.”
Talent acquisition experts must gauge a candidate’s personality traits using personality tests. We have put together a list of popular Personality assessment tools that provides an accurate description of a person’s personality.
Get to know more about the personality assessment tools and choose the best depending on your company’s recruitment needs.
1. The Myers-Briggs Personality Test
The Myers-Briggs Personality test is one of the well-known psychological tools that identify the different personality traits of an individual in an organizational work environment. It focuses on the applicant’s major aspects of personality, such as strengths, weaknesses, likes, dislikes, work preferences, compatibility and career expectations. The tool does not evaluate aspects such as abnormality or dysfunction;
it explores untouched aspects of personality. The list of companies that use the MBTI personality test for employment include Ford Motors, Proctor and Gamble, Hewlett Packard, JPMorgan Chase, etc.
The 16 personality traits are based on four types of scales that constitute the questionnaire :
The EI concept is based on Jungian personality theory and identifies an individual’s style of interaction and response in a specific manner. The two broad terms of EI are explained below:
Extroverts are broad-minded and open to discuss anything, are action-oriented, socially inclined, and feel happy to meet new people.
Introverts are reserved and keep to themselves, are thought-oriented, deep thinkers, and happily stay alone.
This scale emphasizes an individual’s style of thinking using his or her sensing functions or intuition.
People who are thinkers emphasize objective data and factual information. They make rational and unbiased decisions based on pure logic and unbiased facts. People who are feelers make emotional decisions and are more receptive to feelings. They are inquisitive about how their decisions may impact people and whether they are as per morals and values.
The S/N dimension focuses on how individuals perceive information. People rely on their sensory motors or intuition to make rational decisions.
Candidates who are sensors have strong attention to detail, focus on important facts and eliminate non-essential details. People who rely on intuitions are good at finding meaning in impressions, theories and patterns. They seek new possibilities, alternatives, abstract theories and future potential.
The J/B approach dimension describes people who either make planned or spontaneous decisions. People who are judgers make structured and unwavering decisions. They are firm and rigid and do not prefer last-minute changes.
On the contrary, perceivers have a perceptive-oriented approach, are open-minded, flexible and adaptable.
Each of the 16 personality types is expressed by a four-letter code as given below:
It is a leading personality test for recruitment that helps people understand themselves better and how they work or interact with people. Recruiters employ this tool to gauge an individual’s personality type at work. It helps them improve work relationships or conflict within a team. Besides, the personality test for hiring improves a candidate’s communication, coordination, teamwork and productivity. The list of companies that use the DISC Personality test for recruitment are AT&T, Boeing and American Express, etc. These companies consider the DISC personality assessment the best career test to evaluate candidates’ personality attributes.
D- Dominance: A personality trait where an individual focuses on achieving results, is outspoken, strong-willed and demanding.
I- Influence: A personality dimension that stresses persuading or influencing others, openness and relationships.
S-Steadiness: A person who is cooperative, sincere and dependent.
C- Conscientiousness: A person who exhibits quality and accuracy, expertise and competency.
3. The Big 5 Personality Test
The most widely accepted personality test theory by psychologists today is the Big Five Personality test. It’s one of the best personality test theories compared to any other psychometric testing tool in the recruitment ecosystem. The majority of Fortune 100 companies use the Big 5 Personality test to hire the best talent. Companies that use the personality test for hiring include McKinsey and Company, Ola, Microsoft, Abbott, KPMG, Myntra, Kelloggs, AT&T, Airtel, Amazon, Samsung, Orient Electric, etc.
As per this model, the human personality is based on the Big 5 Personality Traits of the Five-Factor Model. The five broad personality traits are Openness, Conscientiousness, Agreeableness, Extraversion, and Neuroticism. It is known by the acronym ‘OCEAN’ Model.
The personality trait comprises imagination, creativity and curiosity.
The personality dimension has a high degree of thoughtfulness, good impulse control and goal-directed behaviors.
It comprises sociability, talkativeness, assertiveness and a high degree of emotional expressiveness.
The personality trait comprises trust, kindness, affection and other prosocial behaviors.
The personality dimension is characterized by sadness, moodiness and emotional instability.
The Big 5 Personality test is based on a continuum wherein the individuals are ranked on a scale between two extreme ends. A candidate is not completely “open to experience” or purely “closely guarded” but is measured on a scale determining his or her level of openness. The same logic applies to other personality traits. It is easy to differentiate human personalities when an individual is ranked on a scale of personality traits.
The figure exhibits the same below:
Sizable companies use the Big 5 Personality test to evaluate employees’ behavioral conduct in organizational work settings. The aim is to determine the required personality traits to build the best team and achieve the desired business outcomes.
For example, a hotel manager was facing issues in handling the team smoothly. The recently hired team member was not abiding by the defined job responsibilities and misusing the authority. He was rude and unprofessional in dealing with customers. The team member’s negative behavior drastically impacted the hotel’s reputation. The hotel owner decided to take a Big 5 Personality test and hire a new candidate in lieu of him. The employer sought the desired personality traits, such as professional attitude, commitment, great people skills, self-discipline, poise and proactiveness.
Consequently, the hotelier successfully found the underlying reason for the declining hotel reputation and footfall using the Big Five Personality Model.
It’s an innovative workplace personality test for recruitment that measures an applicant’s personality traits required for critical work. It helps recruiters predict an employee’s behavioral competencies and access the otherwise hidden information about a job applicant. These competencies also help predict job performance at work.
It is based on the well-established ‘Big 5 Personality test’ model and the corresponding facets aligned to the bright side of human personality. The personality traits predict essential job-related outcomes such as job performance, a person’s potential for burnout, his or her trainability and subsequent job satisfaction.
MPP uses the ‘semantic differential item’ format to reduce respondents’ manipulative responses, improving the assessment’s usefulness.
The figure exhibits the Reliability and Validity score of the Big Five Personality Traits:
It’s a comprehensive pre-employment personality test tool that provides an in-depth measurement of an applicant’s vital work-relevant personality traits and behavioral tendencies. It’s a robust tool that provides comprehensive 28 personality facets critical for work-related outcomes.
It measures personality via a unique and innovative 28 facet and a four-factor structure of personality beyond the well-established Big Five Model of personality. The personality test for the recruitment model uses five broad personality trait categories to describe people. Behavioral tendencies are broadly categorized into four factors.
The figure depicts the Reliability and Validity of the MPM:
Organizations may come across employees with hidden dark personality traits. Employers may not be aware of such traits, which can hamper team productivity and business outcomes. Mercer | Mettl has created a dark personality trait inventory that entails 6 dark traits: Opportunism, Self-Obsession, Insensitivity, Temperamental, Impulsiveness and Thrill-Seeking. Recruiters can ascertain these 6 dark traits before hiring the right candidates.
With extensive research, Mercer | Mettl has uncovered 6 dark personality traits.
Besides, we have studied several factors responsible for triggering dark traits and segregated industries and job roles into 3 categories in the decreasing order of risks:
The figure depicts the Reliability and Validity of the MDPI
An Indian private bank headquartered in Mumbai offers a wide range of banking products and financial services for corporate and retail customers. The services are provided through various delivery channels and specialized subsidiaries in personal finance, investment banking, wealth management, etc.
The company struggled to identify derailers (specific groups of employees in a particular job role) in its ecosystem that could hamper its work culture. The company needed to identify managers/leaders who could pose a threat, considering the sensitive employee data handled by them. Another challenge was to find the top and bottom dark traits in employees across all levels and demographics.
With Mercer| Mettl’s Dark Personality Inventory tool, the private bank identified individuals with the core personality features that predisposed them to engage in antisocial behavior. The tool covered 6 Dark Personality Traits: Opportunism, Self-obsession, Insensitivity, Temperamental, Impulsiveness, Thrill-Seeking.
The three most prevalent dark traits found were Opportunism, Impulsiveness, Insensitivity. Candidates from the junior management level ranked highest in all traits, except Thrill-Seeking. The company had identified twelve resources that were a threat to the work culture and customer safety. 272 resources were identified as borderline offenders. Several training sessions and meetings were conducted to come to a result.
Employers use the personality test for hiring to measure a candidate’s bright-side personality traits. The test determines whether the candidate possesses the necessary traits to fit the company’s culture and standards. It is an ideal employee personality profile test to strengthen leadership development, succession planning, employee selection and talent management process. It is based on the Big 5 Personality test and identifies the candidate’s values, motives, goals, interests and work environment with which they are most comfortable.
Hogan Personality Inventory comprises 7 primary scales and 6 occupational scales.
|Scale Name||Personality traits|
|Service Orientation||Pleasant, attention to detail and courteous to customers|
|Stress Tolerance||Calm and composed under pressure|
|Reliability||Honesty, positive organizational citizenship|
|Clerical Potential||Meticulousness, self-discipline and the ability to communicate clearly|
|Sales Potential||The ability to solve problems for customers, social skills, energy|
|Managerial Potential||Leadership ability, decision-making skills and planning|
Based on the Big Five Personality test, the personality assessment questionnaire helps recruiters determine the personality preferences in the workplace and behavioral expectations from the required job role. Moreover, the personality test for hiring determines a candidate’s future performance at work and leadership potential.
The test measures 32 performance-relevant traits classified into 3 broad categories – “Relationship with people,” “Thinking Style and Feelings,” and “Emotions.” Candidates have to choose the most or the least relevant statement that describes them from the block of 4 statements.
The Table Below Provides A List Of Personality Traits For Each Domain:
|Influence||Outspoken Controlling Persuasive Independent-minded|
|Sociability||Affiliative Outgoing Socially confident|
|Empathy||Democratic Caring Modest|
|Analysis||Behavioral Evaluative Data-rational|
|Creativity and Change||Conceptual Innovative Adaptable Conventional Variety-seeking|
|Structure||Detail Conscious Conscientious Rule following Forward-thinking|
|Emotions||Trusting Optimistic Tough-minded Emotionally controlled Worrying Relaxed|
|Dynamism||Competitive Decisive Vigorous Achieving|
It is a pre-employment personality assessment that evaluates the candidate’s non-verbal, abstract and cognitive abilities. A candidate has to answer questions like pattern-based multiple-choice questions that entail a matrix of 3×3 geometric designs, with a missing piece. The candidate has to choose the right diagram from a set of five answers. There are also other DDI assessments, such as Leadership Assessment, Career Battery, Skills Test, Insight Inventory and Readiness Assessment.
DDI Leadership Assessment evaluates the candidate’s leadership skills required for management positions. A potential candidate with good management and proactive skills is considered for organizational and corporate development job roles.
DDI Insight Inventory helps recruiters identify a candidate’s personality traits and abilities in the workplace. These assessments have leadership insight inventory for mid-level managers and supervisors, sales insight inventory for sales positions and professional insight inventory for professional jobs.
DDI Skills Test assesses candidate’s concrete skills, such as Accounting, Finance, Retail, Software and Medical Industries.
Korn Ferry is a comprehensive workplace personality test that evaluates an applicant’s leadership potential and the ability to manage challenging tasks effectively. The assessment tool selects leaders for senior-level managers and executive roles. It measures components, such as learning agility, leadership traits, drivers, experience, awareness and derailment risks. The personality test for the recruitment tool identifies the 4 key dimensions that impact the leader’s job performance. These are competencies, experiences, traits and drivers. The 4 personality dimensions are imperative for organizational success, such as engagement, commitment, retention, leadership effectiveness and leadership potential.
Raymond Cattell’s work personality test measures an individual’s personality attributes, such as anxiety, adjustment, emotional stability and behavioral problems. He created a taxonomy of 16 different personality traits that differentiate people’s personalities. The sixteen personality factor questionnaire is used in personnel selection, especially for choosing managers.
The list of 16 personalities dimensions are listed below:
Trusted by more than 4000 clients worldwide, the Mercer | Mettl platform helps organizations perform assessments with the utmost ease. It considers core aspects while evaluating human personalities, such as dark personality tests, positive traits, motivation, preferences, values and cognitive abilities.
Some Of The Most Useful Features Offered By Mercer | Mettl Are Listed Below:
Holistic evaluation: Mercer | Mettl offers a suite of personality test tools to hire the best pool of talented candidates. Employers can evaluate the potential candidates’ behavioral tendencies, adaptability, and emotional intelligence required personality traits through various personality assessment tools under one roof. Some of the popular workplace personality tools offered by Mercer| Mettl are listed below:
Easy Customization: Talent acquisition experts can customize Mercer | Mettl’s offerings based on their requirements. The company offers customized tests for aspiring candidates where Mercer | Mettl lays down required competencies for any job role or position. Besides, the company designs an optimum test based on the right question types and personality tools for precise evaluation of competencies. The personality tests can also be tailored as per the candidates’ language requirements.
Best-Fit Candidates: Mercer | Mettl’s Personality Assessment tools empower you to hire the best-fit candidates for your organization. The range of human personality tools, such as the Mettl Personality Profiler, Mettl Personality Map, or Mettl Dark Personality Inventory, improves the quality of hires. It further improves employee engagement and reduces employee attrition.
Cost-Effective Virtual Tools: Mercer | Mettl’s complete online suite of scientifically validated tools and assessments eliminate logistic hassles and reduce costs. The tools negate the requirement of a physical setting and add value through virtual means.
Here are the answers to some of the most frequently asked questions:
Yes, personality tests should be used for hiring as it helps talent acquisition experts identify individuals who may perform well in certain job roles. For example, recruiters may use a personality test for employment to hire candidates for customer-facing job roles. They would ascertain personality attributes, such as empathy, communication skills and problem-solving skills.
Some of the best personality tests for hiring are the Myers-Briggs Type Indicator, DISC Assessment and the Enneagram Test. These personality tests for recruitment help employers identify the potential candidates with the required personality traits, such as behavioral patterns, attitude, motivation, work style and preferences, etc.
The most popular career personality test in the world is the Myers-Briggs Type Indicator (MBTI), used by more than two million people every year. The tool helps recruiters understand a candidate’s behavioral tendencies, work style, interactions and decision-making skills.
The workplace personality test helps recruiters identify the best cultural and role-fit talent. It helps them gauge useful insights on a candidate’s behavior, compatibility and work performance. These insights immensely benefit companies in talent identification, business objectivity, team building and employee engagement.
A pre-employment personality test enables employers to find a suitable candidate based on the particular aspects of a candidate’s personality. It also helps identify the candidate’s behavioral tendencies in a work environment.
The best career personality tests are listed below:
A candidate can pass the job assessment test if he or she is confident, well-prepared and rehearsed in online subjective questions related to the job profile and has gathered sufficient knowledge to answer the interview questions.
The best career personality tests are the Myers-Briggs personality test, DISC assessment, Hogan Assessment and SHL Occupational Personality Questionnaire. Recruiters can use these personality tests for hiring to narrow down the potential candidates.
Originally published November 9 2020, Updated November 9 2020
Working in the content marketing industry for 6 years, Surbhi has written interesting and creative content pieces on Digital Marketing, Technology, Human resource, Accounting software, Home decor etc. She shares her knowledge on several web-platforms like Digital Vidya, Pulse, and Social Media platforms. A mother of one daughter, she loves to spend time with family and pursue her creative stints such as sketching and singing.