represent a personality testPersonality Tests
History | CareerFitter | Myers Briggs | Big 5 | 16 Personalities | Winslow | Process Communication | Holtzman Inkblot | Disc | Advantages | Disadvantages

Personality tests delve deeper into the specific traits and attributes of a person's personality. They can give insight into how a person will behave in certain situations and their general likes and dislikes. 
While these tests aren't typically designed to test whether an individual is a good match for a particular job or career, there are hybrid career assessment tests.


Personality tests are often made up of numerous multiple-choice questions. A typical style of question might ask you to imagine yourself in a specific circumstance and then choose your response from a predetermined list that best describes how you react. 
Some personality tests integrate images of a person or a setting and ask you to choose which one is most appealing.

History of Personality Tests

For centuries people have been trying to assess others' personalities through different types of tests.
One of the earliest attempts to uncover a person's character was by examining the bumps on their head. This process was called phrenology, and personality tests have come a long way since their inception.
The famous Swiss psychologist and psychoanalyst Carl Jung was the first to develop the concept of people having either introverted or extroverted personality types. He also broke these two personality types down into twelve archetypal subcategories. Each of these displayed specific characteristics, and Jung believed that everyone could be classified into one of these categories.
Personality testing was first taken seriously during World War I by the United States Army. Soldiers were tested in an attempt to determine who would be most likely to suffer the effects of shell shock based on their individual disposition.
Since then, personality testing has grown into being used by educational facilities and human resource departments worldwide.

Types of Personality Tests

There are numerous different personality tests that are used today. While they all use a slightly different method to classify respondents, they are all similar in test and question format.
Some of the most popular tests include:

Myers-Briggs Test

In 1917, Katharine Briggs became intrigued about personality types when her daughter chose an unlikely match for her fiance. She wanted to find out more about human characteristics and what caused people to have different personality traits.
Both Katharine and her daughter worked together for the next 20 years. They relied heavily on Dr. Carl Jung’s research and together created the Myers-Briggs Personality Test.
This test aims to determine how respondents see the world around them. It breaks personalities into four categories; introversion or extraversion, sensing or intuition, thinking or feeling, judging or perceiving. Based on where each person falls within each category, a personality profile can be determined.

The Five-Factor Model

Also known as "The Big 5," academics consider this personality test one of the most accurate personality tests. This test aims to group respondents into one of five major categories that are recognized as key personality characteristics from cultures across the world. The five categories are openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism.
Ernest Types and Raymond Christal first began looking into this particular test in the 1960s; however, it wasn't until the 1990s that Lewis Goldberg redesigned the test model, creating "The Big 5."
The Five-Factor Model has been widely used across different workplaces during their hiring process. Studies have shown that many people who work in the same industry or the same work role often share many of the same prominent personality characteristics.

The CareeFitter

This career assessment test is primarily a hybrid of a personality test and a career test that evaluates your personality specifically in a work environment.  CareerFitter uses the expression "work personality".  They differentiate a person's personality when they are working and not working.
The test taker answers questions that relate to their experience in a work setting.  There are no wrong answers and therefore should be considered more of an assessment or evaluation.
The science behind CareerFitter was developed using psychological research and scientific data that determines your profile and uncovers strengths and weaknesses, management styles, work environment preferences, and suggests careers and jobs that would best fit the examinee.
It is most often used by people looking to change careers that need career direction, college students, career coaches, and H.R. departments.

16 Personalities Test

The 16 Personalities uses a testing method is based on the Myers-Briggs assessment. Through a series of questions, respondents are grouped into one of four overarching categories:
  • Analysts
  • Diplomats
  • Sentinels
  • Explorers
These four categories are then broken down into four subcategories that accurately describe a person's primary personality traits.
These subcategories include:
Architect, Logician Commander, Debater, Advocate, Mediator, Protagonist, Campaigner, Logistician, Defender, Executive, Consul, Virtuoso, Adventurer, Entrepreneur, Entertainer.

The Winslow Personality Profile

This test was designed to help organizations and H.R. departments measure an employee’s suitability for specific positions in an organization. It looks at a person's personality, behavior, and attitudes in their existing work environment.
Once the Winslow Personality Profile Test is completed, a report is generated to assess the respondent’s results. This detailed report can show how compatible a person would be in a specific work environment that is being considered, which traits have the most profound influence on overall work ethics, and which areas a person may need to improve upon to become a better employee. 
This is often used to help organizations determine fit for various departments or positions in the organization or in consideration of promotion to another position.

Process Communication Profile

NASA initially developed this test as a method to determine the underlying personality traits of their astronauts. They wanted to create a way to determine if the astronauts they had chosen were suitable for the job, how they would perform under stressful situations, what their preferred communication style was and how well they would interact with other astronauts.
This test divides respondents into six different personality categories.
These are:
  • Harmonizers
  • Thinkers
  • Rebels
  • Imagineers
  • Persisters
  • Promoters
The Process Communication Profile test aims to show where a person's area of most significant strength is.

The Holtzman Inkblot Technique

While not commonly used today, The Holtzman Inkblot Technique test was at one time extremely popular. Walter H. Holtzman developed this test in 1961, and it uses abstract inkblot images on a page to determine a person's personality.
During the trial, forty-five different images are presented, and the respondents must identify what they see.
Example of inkblots
inkblot examples
There are twenty-two different criteria that respondents are scored on, including reaction time, rejection, location, space, form definiteness, form appropriateness, color, shading, movement, pathognomonic verbalization, integration, content (human, animal, anatomy, sexual, or abstract), anxiety, hostility, barrier, penetration, balance, and popularity.
This test is used primarily in subjects who have suffered head trauma, depression, or schizophrenia.

DISC Assessment

William Marston and Walter Clarke first developed the DISC Assessment test. These psychologists designed a test to look into the strong behavioral traits of dominance, inducement, submission, and compliance.
This personality test can be very valuable to use in the workplace as it gauges how a person will react to specific rules, environments, and management styles. It can determine how well a potential candidate will fit into a particular role.

Advantages of Personality Tests

There are numerous advantages of taking a personality test, especially regarding hiring a new employee or assessing a current employee's habits in the workplace.
Some of the most enormous benefits of using personality tests include:
  • They speed up the recruitment process - Allowing potential candidates to complete a personality test can give you a clear picture of who that candidate is without having to go through lengthy hiring and interviewing processes.
  • They give you a deeper understanding of the candidate - A personality test can give you a better understanding of the likes, dislikes, strengths, and weaknesses of a candidate that you may not otherwise grasp from the normal interview process.
  • They allow you to identify the "wrong" employees quickly - You are better able to weed out those with personality traits that don’t work with your corporate image or environment.
  • They are cost-effective - Personality tests are relatively simple to complete and can save your company a significant amount of time and money compared to other interviewing techniques.

weakness of career testDisadvantages of Personality Tests

While personality tests can be highly beneficial, they do come with their downfalls as well.
Some of the most significant disadvantages to personality tests include:
  • They may discriminate against people with disabilities - It may not be possible for people with certain disabilities to accurately answer all questions on a personality test, making the results inaccurate and unreliable.
  • Some respondents may suffer from test anxiety - Test anxiety may cause an excellent respondent to finish with poor results due to their stress and anxiety levels while taking the test.
  • They may not take cultural differences into account - Certain tests don't take cultural differences into account, meaning that people with different cultural backgrounds may not be able to answer specific questions, or their belief systems and traditions may not be accurately represented.
  • They may not be specific to your workplace - Some standardized tests produce only standardized results. These results may not be applicable to all workplaces and all work situations. They don't offer the flexibility to analyze specific roles or positions within the organization accurately.

Personality Tests in the Workplace

While personality tests won't indicate which career or job type an individual is best suited to, they can provide some help during the interviewing process. Finding out more about a candidate's driving personality traits can determine how well a person will fit into the workplace environment.
These personality assessments can offer some value; however, a career test can give a hiring manager a better overview of a specific candidate's potential and provide a job seeker with more informed insight into which career path is best to pursue.