Many tests are considered key to success in the workplace. In this sense, discover the power of personality tests to decipher the behavior of candidates and become an expert in high-impact personnel selection in Latin America.
In the field of organizational psychology, the term "psychological testing" is used to cover various psychometric tests and questionnaires - personality tests, cognitive aptitude tests, interest and values questionnaires, as well as interviews. All of these are used to assess different aspects of personality, learning and motivations of individuals in the work context. However, this article focuses specifically on personality tests.
Knowing the personality of employees in depth is crucial for companies. Therefore, psychological personality tests not only help to identify a candidate's strengths and weaknesses, but also guarantee a better cultural and professional fit within the organization. Read on to find out what these tests are, their importance in the workplace, and which are the most commonly used.
What is personality?
It refers to the patterns of thoughts, feelings, and behaviors that make a person unique . According to the American Psychological Association , “it is the set of characteristics that influence the way individuals interact with the environment and adapt to different situations.” It is like a fingerprint that defines individuals and allows them to differentiate themselves from the rest .
What is a personality test?
It is a psychological tool designed to assess various personality traits of an individual . Through a series of questions and exercises, this type of test allows the identification of the distinctive characteristics of each person, such as their level of introversion or extroversion, their leadership ability, their communication style and their way of dealing with stress. Psychological personality tests can be self-reported or administered by a psychology professional.
Importance of job personality tests
Nowadays, companies are looking for candidates who not only have the technical skills necessary to perform a position, but also have a personality that is suitable for the work environment and organizational culture . In this sense, personality tests are a valuable tool to achieve the following aspects:
Selecting the ideal candidate. Personality tests are essential for staff selection, as they allow employers to identify candidates whose personal characteristics align with the job requirements and organizational culture. According to the Society for Industrial and Organizational Psychology , companies that use these tests have 24% less staff turnover.
Promote workplace harmony. A good team is made up of diverse individuals with complementary personalities. Knowing the personalities of team members allows for more effective role assignments and fosters a collaborative work environment. This is especially important in scenarios where teamwork is essential to achieving goals.
Developing human potential. Personality tests are also useful for the professional development of employees, as they help identify areas for improvement and strengths, facilitating the creation of personalized development plans. This is done to optimize performance and job satisfaction.
Discover: What are psychotechnical tests for?
What are the most commonly used personality tests for work?
Organizational psychologists use various personality tests to assess and understand the characteristics of candidates for various jobs. Each test has a specific focus and purpose, which helps to gain insights into different aspects of personality and behavior . With these tests, informed decisions are made about employee selection, training, and development, aligning their characteristics with organizational needs and goals.
Below we explain what the seven most commonly used tests are and what information organizational psychologists obtain when they apply them:
1. NEO-PI-R (Revised NEO Personality Inventory)
It is a 240-item questionnaire that measures five major personality dimensions, such as neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. By cp number format applying it, psychologists obtain detailed information about these personality dimensions and their specific facets. This helps to understand how a person may behave in the work environment, how he or she handles stress, how he or she interacts with others, and how he or she copes with new experiences and responsibilities.
2. MBTI (Myers-Briggs Type Indicator)
The MBTI personality test is based on Carl Jung's theory, which classifies people into 16 personality types based on the four dimensions of extroversion-introversion, sensing-intuition, thinking-feeling, and judging-perceiving. With the results of this test, the organizational psychologist can understand the candidate's preferences at work, his communication and decision-making style. It is useful for team building and personal development.
3. Wartegg test
It consists of a projective test that uses eight frames with different incomplete drawings that the person being evaluated must complete. The results allow the individual's personality to be examined by interpreting the drawings, through the information obtained about the unconscious aspects of personality, creativity, problem solving and conflict management. Its application is useful to complement other tests and obtain a broader view of a particular candidate.
4. 16PF (16 Personality Factors)
This is a questionnaire that measures the 16 personality factors identified by Raymond Cattell, such as affectivity, sociability, emotionality, dominance, attention to rules, animation, boldness, sensitivity, vigilance, abstraction, privacy, apprehension, openness to change, self-sufficiency, perfectionism and tension. A complete profile of the candidate's personality is obtained, covering a wide range of traits, which serves to assess how these characteristics can affect job performance.
5. Enneagram Test
It is not a traditional psychological test, but it does use questionnaires to identify a person's dominant enneatype—nine basic personality types, grouped into the mental, emotional, and instinctive triads. These tests are usually self-administered and use questions about different aspects of personality. The enneagram allows organizational psychologists to better understand candidates' personalities and how it affects their behavior at work.
6. OPQ32 (Occupational Personality Questionnaire)
It is a questionnaire that measures 32 personality traits related to job performance, grouped into three main areas, such as relationships with people, thinking style, and feelings and emotions. Psychologists gain detailed information about how the candidate's personality influences his or her work behavior, including areas such as communication, decision-making, and time management. It helps predict the candidate's adaptation to different roles and work environments.
7. Human Side Test
It is a tool that allows the identification of the four basic types of behavior, the six areas of interest, the six professional values and the two types of thoughts proposed by the Cleaver model. With its application, psychologists receive information about the psychological characteristics of individuals in the work context, which serves to better understand team dynamics, select the right staff, design training programs, improve communication and promote workplace well-being.
Why is it important to know a candidate's personality?
Hiring a candidate with the right personality for the job benefits not only the company, but also the employee. An individual who feels comfortable and fulfilled in their work environment will have greater motivation, productivity and satisfaction with their job. In this way, it is possible to achieve the following:
Job and culture fit. Knowing a candidate's personality helps predict his or her adaptation to the job and organizational culture. A good fit can increase job satisfaction and reduce turnover.
Better performance. Employees whose personality traits match the job requirements tend to perform better, because they feel identified with the position and its responsibilities.
Reduced stress and increased satisfaction. Knowing the personality helps to assign tasks that are compatible with the employee's personal characteristics, reducing stress and improving satisfaction.
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Psychological personality tests are essential tools in the workplace, both for staff selection and for professional development and team building. The choice of the test or set of tests to be used depends on the specific job and the objectives of the assessment. What is essential is that the tests are administered and interpreted by qualified professionals.
Strengthen your career with SNHU
If you are interested in delving deeper into this field and want to improve your skills in organizational psychology, consider studying the Master of Psychology at Southern New Hampshire University . This program, 100% online and in Spanish, gives you the opportunity to become an expert in personality tests and their application in the workplace. Through an innovative and flexible study plan, you will be able to acquire the skills and knowledge necessary to successfully perform in this field.
Have you already decided to take the next step in your professional career? We invite you to write to our email [email protected] or complete our application form so that one of our advisors can contact you and help you with your application process .
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