Types of Personality Test: Used by Employers For Best Hire

All these different types of personality tests are more than just questionnaires; they're the keys to unlocking the potential within each individual. The personality test tools have become essential for companies looking to match the right person with the right job, fostering a workplace where a person's personality type is not just recognized but celebrated.

As we strive for harmony and productivity in our organization, the personality test stands as crucial allies in the quest to understand and utilize the diverse tapestry of human nature. 

Moreover, a personality test can bridge the gap between personal aptitudes and the professional requirements of your valued employees. The significance of a personality test lies in their ability to foster a deeper understanding of themselves and others, thereby enhancing team dynamics, improving leadership strategies, and optimizing the hiring process.

This is the reason why 79% of the employers in the Fortune 500 rely on screening their candidates with advanced ML-driven personality type test models. There are more reasons why hiring managers switch to the online personality test. To explore them, dig right into this article.

Understanding Different Types of Personality Test

Machine learning (ML) and artificial intelligence (AI) have revolutionized the field of online personality testing by introducing systems that can analyze vast amounts of data to identify personality pattern and predict behavior. These AI-driven test typically use algorithms to process text-based data, such as written responses or even speech, to infer the personality characteristics of individuals. Here's a simplified explanation of how these test work:

1. Data Collection for Different Types of Personality Type Tests: The system gathers text data from the responses of the candidates or direct input from test takers. 

2. Feature Extraction: Using Natural Language Processing (NLP), the system identifies key linguistic features that correlate with personality types. This could include word choice, sentence structure, and language patterns.

3. Model Training: The extracted features are used to train ML models, often based on the 'Big Five' traits—openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN).

4. Prediction: Once trained, the model can predict the personalities of people by analyzing new text data.

For example, the PMaps Assessment Platform allows users to leverage psychometric assessments driven by ML models for personality detection. It analyzes text-based data to gain insights into candidates’ profiles. It can be a useful tool for decision-makers to screen and manage their workforce. 

Another example is the use of AI in the Myers-Briggs Type Indicator (MBTI) assessments, where tools like Anakin's "MBTI Expert" facilitate quick, conversational testing without lengthy questionnaires. The enneagram test is also one of the most popular personality type tests, known for its depth and versatility in uncovering individuals' core motivations, fears, and behavioral patterns.

These AI-driven tests are not only more efficient but also offer a level of objectivity and accuracy that traditional methods may lack. However, it's important to note that while these tests can provide valuable insights, they should be used as one of multiple tools for understanding personality, considering the complexity and depth of human behavior.

Types of Personality Type Test Models

The personality test is pivotal in the sphere of employee talent management, offering nuanced insights into the psychological makeup of individuals. These assessments, including the Myers-Briggs Type Indicator (MBTI), the Big Five personality model, and the 16 Personality Factor (16PF) questionnaire, serve as foundational tools in understanding and harnessing the potential within a workforce.

Big Five Personality Traits Model

The Big Five model, also known as the Five Factor Model, delineates personality into five broad dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN). This framework is instrumental in predicting job performance, leadership potential, and team dynamics. By identifying where individuals fall within these dimensions, organizations can tailor training programs, improve team composition, and enhance workplace harmony.

16-Personality Factor (16PF) Assessment

The 16PF Assessment extends the granularity of personality analysis by evaluating individuals across 16 distinct traits. This depth of insight makes the 16PF particularly valuable for complex roles requiring specific personality configurations. It aids in uncovering leadership capabilities, adaptability, and how individuals may react under stress, providing a comprehensive view that informs hiring decisions, leadership, and team management strategies.

MBTI (Myers-Briggs Type Indicator)

The Myers-Briggs Type Indicator (MBTI) is another cornerstone in the landscape of personality assessments, widely acclaimed for its applicability in various facets of employee talent management. The MBTI framework categorizes individuals into 16 distinct personality types based on four dichotomies: introversion vs. extraversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. 

This classification provides a deep understanding of an individual’s preferred way of thinking, behaving, and interacting, making it a valuable tool for personal growth, career planning, and enhancing team effectiveness. By leveraging the MBTI personality quiz, organizations can facilitate better communication, improve job fit, and foster a more inclusive and dynamic work environment.

Application of Personality Test in HR Operations

A personality test is a valuable tool in hiring and talent management, offering insights that go beyond the qualifications and experience listed on a resume. Here's a detailed explanation of how they contribute to these processes:

1. Enhancing the Hiring Process:

Identifying Soft Skills: These tests can reveal a candidate's interpersonal skills, emotional intelligence, and other non-technical abilities that are crucial for certain roles.

Evaluating Work Styles: They help understand a candidate's preferred work environment, whether they thrive in team settings, and their approach to problem-solving.

Ensuring Cultural Fit: By assessing traits, employers can determine if a candidate's values and behaviors align with the company's culture.

Predicting Work Behavior: These tests can provide insights into how a candidate might behave in different work scenarios, which is valuable for roles that require specific behavioral competencies.

2. Reducing Turnover:

By matching candidates with roles that fit their personalities, companies can reduce turnover rates. Employees are more likely to stay in a job where they feel their natural tendencies are valued and utilized.

3. Improving Team Dynamics:

Understanding the most people in a team with their complementary skills and traits can help managers create balanced goals and distribute appropriate responsibility. This can lead to improved collaboration and productivity.

4. Developing Employees:

A personality test can identify areas for improvement and help tailor training programs to individual needs. They can also guide career progression by aligning employees' strengths with potential future roles.

5. Enhancing Leadership:

These assessments can be used to develop leadership qualities by identifying leadership styles and potential areas for improvement. They can also help in assembling diverse leadership teams that can tackle challenges from different perspectives.

6. Supporting Succession Planning:

A personality type test can aid in identifying employees with the potential to take on more significant roles in the future, ensuring a pipeline of talent for critical positions.

7. Increasing Diversity:

When used correctly, the personality test can help increase cognitive diversity by bringing in people with different thinking styles and problem-solving approaches.

8. Promoting a Growth Mindset:

By recognizing that personality traits can evolve, the test results can encourage personal growth in the mindset of the employees, fostering an environment where learning and upskilling are prioritized. It improves self-awareness, motivation factors, preference clarity, emotional intelligence, and many more soft skills that promote healthy interpersonal relationships.

PMaps Big 5 Personality Test

Our suite of assessments is grounded in the robust frameworks of the Big Five and 16PF, ensuring that we provide a comprehensive and scientifically validated analysis of individual personalities. This approach allows us to deliver tailored solutions that meet the nuanced needs of talent management, from hiring and leadership to team optimization and individual growth.

The Evolution and Importance of Personality Type Test

The personality test has transcended traditional boundaries to become a cornerstone in the modern workplace. Their evolution from simple psychological assessments to comprehensive tools illustrates a growing recognition of their value in enhancing workplace dynamics, leadership, and recruitment processes.

The Role of Personality Tests

The personality test serves as a bridge connecting the dots between individual attributes and organizational needs. By dissecting the myriad facets of personality, these tests offer insights into how individuals think, behave, and interact within a professional setting. 

The modern workplace is a dynamic arena where the challenges of hiring and talent management are ever-evolving. The online personality type test has risen to prominence as a sophisticated solution to these challenges, offering a depth of insight into the human element of the workforce that traditional methods often overlook.

Addressing Hiring Challenges:

The use of personality tests can also streamline the recruitment process by providing a more holistic view of a candidate's potential beyond their resume. They can:

Reducing Turnover: Assess if a candidate's values align with the company's culture, reducing compatibility issues and, ultimately, annual employee turnover.

Spotting Inherent Potential: Uncover innate abilities and traits that may not be evident through interviews or qualifications alone.

Tackling the Diversity Problem: By focusing on personality traits, companies can move beyond demographic factors and foster cognitive diversity.

Solving Talent Management Dilemmas:

In talent management, the personality test serves as a compass, guiding the improvement and deployment of human capital. They:

Overcoming Low Performance of Teams: Help in assembling teams with complementary traits, enhancing collaboration and productivity.

Aid in Employee Development: Provide insights for personalized training and career progress plans.

Support Leadership Mindset: Identify leadership potential and styles, contributing to more effective management and succession planning.

Future Directions

As we look to the future, the integration of technology and psychological research promises to enhance the accuracy and applicability of personality tests. Innovations such as AI-driven assessments and dynamic testing models are on the horizon, offering more personalized insights and fostering a deeper understanding of the workforce.

Conclusion 

A personality test is more than just a tool for categorizing individuals into predefined boxes. They are a means to unlock potential, foster diversity, and create more cohesive and productive work environments. As we continue to navigate the complexities of the modern workplace, the thoughtful application of personality assessments will remain a key factor in cultivating success and fulfillment in the professional realm. 

To learn more, you can try the PMaps Free Personality Test for 7 trial days. Also, you can connect with our experts on a quick call. You can also schedule a demo to learn how you can leverage PMaps Assessment to hire and manage talent mindfully.