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- Facilitates personal and professional growth through learning and development. This in turn accelerates career advancement. Personality assessments provide valuable insights into an employee’s behavioral preferences, communication style, and decision-making processes.
hsi.com/blog/why-personality-assessments-are-beneficial-in-the-workplace
Aug 10, 2023 · Workplace personality tests are assessment tools used to evaluate an individual’s personality attributes to gain insights into their motivations and working styles.
- 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...
- The Big Five Inventory. Reliability: High. Validity: High. Time: Low. Cost: Low (free online) Introduced by John and Srivastava in 1999, the Big Five Inventory measures our personality across five traits, namely: extroversion, neuroticism (or also known as emotional stability), openness, agreeableness and conscientiousness.
- HEXACO. Reliability: High. Validity: High. Time: High. Cost: Low (free online) The HEXACO model was constructed as an addition to the Big Five model/Five Factor model.
- Revised NEO Personality Inventory (NEO-PI-R) Reliability: Medium. Validity: Medium. Time: High. Cost: Prices vary dependent on how it is administered, but it is not free.
- Eysenck Personality Inventory. Reliability: High. Validity: High. Time: Medium. Cost: Low (free online) The Eysenck Personality Inventory measures personality on two independent dimensions: extroversion versus introversion and neuroticism versus stability.
Wondering how to use personality tests in the workplace? Considering which personality assessments to use? Let’s take a look.
Jul 31, 2023 · While they're rarely entirely accurate or fully indicative of an individual's character, personality tests can be beneficial in assessing basic personality traits and learning more about a candidate's ability to thrive in a particular work environment.
- Remember to remain focused when you're taking a personality test and read the questions in their entirety before selecting your answer. Try to resp...
- Personality tests often identify key character traits, strengths and weaknesses, but according to research published in Personnel Psychology, they'...
Apr 4, 2023 · Here are some dos and don’ts for using personality assessments to optimize your talent and employee growth strategy.
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Can a personality assessment help you get a job?
We review the evidence that personality assessment measures, espe cially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection.
