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Aug 26, 2024 · Personality assessments can help you gauge individuals’ true fit for your role, team, and culture. In this blog, we explore the purpose and different types of personality assessments that can help you see beyond the resume to predict performance.
Jul 30, 2024 · Understanding how the tests impact employee quality and productivity can help you conduct them appropriately. In this article, we define personality testing in the workplace, explain ways HR professionals use it, outline how to give one, and highlight some types of tests.
- The Hogan Personality Inventory
- Disc Test
- Gallup – Cliftonstrengths™ Assessment
- NEO-PI-R
- Eysenck Personality Questionnaire
- Minnesota Multiphasic Personality Inventory
- 16 Personality Factor Questionnaire
The Hogan personality inventory (Hogan & Hogan, 2002) is a self-report personality assessment created by Robert Hogan and Joyce Hogan in the late 1970s. It was originally based on the California Personality Inventory (Gough, 1975) and also draws upon the five-factor model of personality. The five-factor model of personality suggests there are five ...
The DISC test of personality developed by Merenda and Clarke (1965) is a very popular personality self-assessment used primarily within the corporate world. It is based on the emotional and behavioral DISC theory (Marston, 1928), which measures individuals on four dimensions of behavior: 1. Dominance 2. Inducement 3. Submission 4. Compliance The se...
Unlike the DISC test, the CliftonStrengths™ assessment, employed by Gallup and based on the work of Marcus Buckingham and Don Clifton (2001), is a questionnaire designed specifically to help individuals identify strengths in the workplace and learn how to use them. The assessment is a self-report Likert scale comprising 177 questions and takes roug...
The NEO-PI-R (Costa & McCrae, 2008) is a highly popular self-report personality assessment based on Allport and Odbert’s (1936) trait theory of personality. With good reliability, this scale has amassed a large evidence base, making it an appealing inventory for many. The NEO-PI-R assesses an individual’s strengths, talents, and weaknesses and is o...
The EPQ is a personality assessment developed by personality psychologists Hans Eysenck and Sybil Eysenck (1975). The scale results from successive revisions and improvements of earlier scales: the Maudsley Personality Inventory (Eysenck 1959) and Eysenck Personality Inventory (Eysenck & Eysenck, 1964). The aim of the EPQ is to measure the three di...
The MMPI (Hathaway & McKinley, 1943) is one of the most widely used personality inventories in the world and uses a true/false format of questioning. It was initially designed to assess mental health problems in clinical settings during the 1940s and uses 10 clinical subscales to assess different psychological conditions. The inventory was revised ...
The 16PF (Cattell et al., 1970) is another rating scale inventory used primarily in clinical settings to identify psychiatric disorders by measuring “normal” personality traits. Cattell identified 16 primary personality traits, with five secondary or global traits underneath that map onto the big five factors of personality. These include such trai...
Sep 20, 2016 · Using personality tests in the workplace helps you understand your employees as individuals and as a team. When used effectively, these tests increase productivity, teamwork and communication, leading to a happier and more profitable business.
In this guide, we’ll explore how personality assessment tests can elevate team dynamics and retention, giving you tools to build a high-performing team that’s engaged and aligned with your organization’s goals.
3 days ago · Personality assessment, the measurement of personal characteristics. Assessment is an end result of gathering information intended to advance psychological theory and research and to increase the probability that wise decisions will be made in applied settings.
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Training such as developing self-awareness, making sense of feedback, and practicing emotional intelligence may be beneficial. Assessments can quickly address employees’ personality strengths and areas of interest so management can more quickly identify where current employees can add value.
