Personality Assessment

We function in a business world that is hyper-dynamic and aggressively competitive. As a result, there is an increased demand for a workforce that excels at challenging jobs and owns a remarkable personality. Therefore, an individual’s personality traits, including their ideologies, morals, and principles, the temperament they have, and the motivation driving them, usually play a significant role in their job performance.

This is where personality assessment tests come into the picture

Personality assessment is not a new term, especially for recruiters and applicants. Though it seems to be an advanced talent assessment tool, it has been around for a very long time. Wilhelm Wundt became the ‘Father of Psychology’ and distinguished between the human body and a human personality theory, in 1879. Later in the 1800s, the psychodynamic approach drastically changed how we viewed and understood personality in social situations. Thus, personality testing and evaluation are approaches for determining the attributes that people exhibit in various settings.

Over the years, the concepts of these assessments and theories of human personality have skyrocketed, which gave rise to several different types of assessments. Some of the best and most popular ones employed by recruiters worldwide include:

• Myers-Briggs Type Indicator (MBTI)

MBTI determines whether a person is extroverted or introverted, prefers to receive information by sensing or intuition, makes decisions through thinking or emotion, and prefers to do things through judging or perceiving.

• 16 Personality Factor Questionnaire (16PF)

16PF is intended to evaluate normal behaviors and can be used for career advancement, employee selection, marital assistance, and counseling. The traits are warmth, rationality, emotional stability, dominance, liveliness, rule-consciousness, social boldness, sensitivity, vigilance, abstractedness, privateness, apprehension, openness to change, self-reliance, perfectionism, and tension.

• Dominance, Influence, Steadiness, and Conscientiousness (DISC)

The DISC personality test assesses dominance, influence, consistency, and conscientiousness. The questionnaire was predominantly designed for organizations to enable leadership and executive development, management training, sales training, dispute resolution, team building, customer service, communication, and job coaching. For all the questions in the DISC behavior assessment, the participant chooses a word that is most and least like them.

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Personality assessment typically assists in determining how well an employee will perform in your organizational setting based on their interpersonal skills, motivation, and inspiration. It also empowers you and your recruiters to determine the job roles in which a specific candidate may excel. Usually, a company is structured into teams, and coworkers have a strong influence on each other. For instance, suppose the team leaders have insights about each member’s personality. In that case, they can mentor the entire team, motivate and encourage them to interact and respond efficiently and thereby get the most out of them. Conversely, candidates with negative personality traits, such as pessimism, can have detrimental effects on the entire team’s performance. Therefore, with behavior assessment tests HR executives can determine whether or not a candidate is a good fit for their organization and its work environment.

Discover Assessments offers the only gamified DISC-based assessment that is simple to use, administer, and can be conducted by anyone. With our gamified assessments, you can take your hiring process to newer heights. Being one of the best talent assessment platforms, we offer psychometric profiling solutions to revamp and revolutionize your workforce. To know more about how our functional behavioral assessments can help you conduct an assessment of personality, contact us today!