Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Personality assessments help employers identify the required personality traits of potential candidates. A recruiter can filter candidates from a pool for a specific job role based on underlying personality traits. For example, if you seek to hire a business analyst, you will look for personality traits such as an analytical mind, curiosity, quick thinking, perseverance, and the ability to remain calm. A personality test helps talent acquisition experts seamlessly narrow down the candidate search.
Personality tests are the best alternatives to traditional interview processes, such as CVs or face-to-face interviews, to screen potential candidates. They enable employers to make recruitment decisions expeditiously and align the best team for critical business projects. They allow a better understanding of the candidates and enable making the best use of their skills, abilities and knowledge to further organizational objectives.
There are numerous personality assessments available on the market that unveil the key aspects of human personality, such as behavior, compatibility and performance. Some of the popular assessments are listed below:
The Myers-Briggs Personality test is one of the most well-known psychological tools that identify an individual’s different personality traits 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 Myers-Briggs career test does not measure aspects such as abnormality or dysfunction. It explores the untouched aspects of personality.
According to CPI, the test publisher, “89 out of the Fortune 100 companies use MBTI before hiring a new employee.”
The 16 personality traits are based on the 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. They are action-oriented, socially inclined, and happy to meet new people.
Introverts are reserved and keep to themselves, are thought-oriented, deep thinkers, and can stay alone happily.
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 based on morals and values.
The S/N dimension focuses on how individuals process information. People rely on their sensory motors or intuition to make rational decisions.
Candidates who are sensors have strong attention to detail and 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 decisions or take on the spot calls. 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:
A Nine Enneagram personality type test evaluates an individual’s behavioral patterns, emotional intelligence, the ability to build relationships at work and personal life and desires. The data gathered from the personality test provides specific and reliable results than any other personality framework. Additionally, the Integrated Enneagram test provides in-depth insights into various personality types, motivations, values, compatibility and work preferences.
The Nine Enneagram Type descriptions are listed in the table below:
The most widely accepted theory by psychologists today is the Big Five personality test. It’s the most prominent personality testing theory than any other psychometric testing tool in the recruitment ecosystem.
According to this model, the human personality is based on the Big Five personality traits of the Five-Factor Model. Individuals are measured on the Big Five Personality traits: Openness, Conscientiousness, Agreeableness, Extraversion and Neuroticism. It is also known as the OCEAN personality test.
The Big Five 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:
Let’s Have A Look At The Traits And The Determinants Of Personality
The most commonly used personality assessments in the workplace are:
The most widely accepted theory by psychologists today is the Big Five Personality theory. It’s the most prominent Personality testing theory than any other psychometric testing tool in the recruitment ecosystem.
The human personality is based on the Big Five Personality Traits of the Five-Factor Model. According to this model, people are described based on the five broad personality traits: Openness, Conscientiousness, Agreeableness, Extraversion and Neuroticism. It is also known as the OCEAN personality test.
The Myers-Briggs personality type is one of the most 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. It is based on 16 personality traits based on four types of scales that constitute the questionnaire.
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.
While many companies employ diverse methods to conduct the personality assessment, the Mercer | Mettl platform allows organizations to perform empirical assessments with the utmost ease. It considers core aspects while evaluating human personalities, such as the dark personality traits, positive traits, motivation, preferences, values and cognitive abilities.
The platform offers various essential tools such as Personality Profiler, Motivation Inventory and the Dark Personality Inventory that uncover the hidden aspects of personality.
Here are the answers to some of the most frequently asked questions about the topic discussed above:
Yes, free Myers-Briggs tests are available online on various websites. You can choose any one of them and discover your personality quickly. You can choose options based on how well each statement scenario describes you.
The Integrative Enneagram Questionnaire is the most accurate Enneagram test in the assessment landscape. It consists of 175 questions and requires half an hour to complete the test.
The list of free Enneagram tests are mentioned below:
It is the most scientifically-reliable and validated psychological model to measure human personality. This personality test predicts an individual’s behavior effectively, and the test is often used in hiring, employee development, occupational counseling and clinical psychology.
Five personality traits are extraversion, agreeableness, openness, conscientiousness and neuroticism. The Big Five Factor model 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 measured on a scale determining his or her level of openness. The figure below exhibits the same.
The OCEAN Model of Personality Test is also known as the Big Five Personality test. As per this model, people are described on five broad personality traits: Openness, Conscientiousness, Agreeableness, Extraversion and Neuroticism.
The Big Five Personality score interpretation evaluates a candidate’s personality characteristics from the Big Five Personality test. The recruiters select candidates based on standard scores required for specific job roles and functions. For example, a candidate might score high in extraversion and low in conscientiousness. There are set high and low scores for each personality trait.
The Enneagram test type 5 defines human personalities who prefer to be themselves, are introspective, curious, thoughtful, excellent deep-thinkers, feel handy and valuable.
Originally published November 10 2020, Updated November 10 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.