- How to determine which personality test is the right fit for you: HR expert explains
- Are tests ‘corporate astrology’, or an essential hiring tactic?
Dismissed as pseudoscience by skeptics but embraced by 80% of the Fortune 500, personality assessments might be the missing piece in your hiring puzzle—if you're using the right one.
But, understanding whether you’re using the most suitable one is crucial.
In recruitment circles, personality assessments have earned mixed reputations. Some dismiss them as ‘corporate astrology’ while others consider them essential tools for building effective teams.
As hiring processes evolve and companies focus more on culture contribution than simple skills matching, these assessments remain popular among hiring organisations.
David Rice, HR expert at People Managing People explains: “Many recruitment teams swear by personality tests to figure out the personality type of the candidate, and how they would need to be managed.
“Others believe it depends on the role that is being hired for. They can be seen as more useful in leadership roles, like when you’re building a team that requires a specific kind of fit.”
Not all personality assessments are created equal—nor should they be used interchangeably. Different tools offer distinct insights. On a base level, some of the biggest, most popular ones break down something like this:
- DISC: Profiles focus on behavioral styles and communication preferences
- Myers-Briggs Type Indicator (MBTI): Examines psychological preferences and decision-making approaches
- Enneagram: Explores motivational patterns and core fears
- StrengthsFinder: Identifies natural talents and capabilities
- Predictive Index: Assesses workplace behaviors and cognitive abilities
- Kolbe: Focuses on instinctive action modes in work scenarios
- OCEAN (The big 5 personality test): Analyses a candidate’s openness to experience, conscientiousness, extroversion, agreeableness and neuroticism
- HEXACO: Explores six dimensions of the personality including sincerity, fairness, and avoidance of selfish motives
- Prism: Examines behavioral preferences in workplace contexts
David adds: “While assessments can provide valuable insights, their utility varies significantly across different roles and organisational levels.
“They may be most beneficial when targeted at specific organisational needs rather than applied universally.”
“The implementation of personality assessments ultimately determines their effectiveness. Industry best practices include:
- “Using assessments as conversation starters rather than definitive judgments
- Combining multiple assessment types for a more comprehensive picture
- Considering results within the broader context of skills, experience, and organisational needs
- Avoiding over-reliance on assessments at the expense of other evaluation methods
- Applying them selectively based on role and seniority level.”
To identify which personality assessment is the right fit for you, take People Managing People’s personality assessment quiz here: https://peoplemanagingpeople.com/topics/organizational-development/personality-tests-in-hiring/.
