Are Personality Tests Beneficial as Part of The Hiring Process?

November 21, 2019 4 Corner Resources 4 Corner Resources

At any age, and in every profession, self-awareness is a valuable tool. 

Life is a series of chapters, and everyone’s book has seen an array of exhilarating moments, fulfilling accomplishments, and memorable adventures to accompany some regrettable mistakes and deflating setbacks.

Simply put, we are human.

As humans, we have beating hearts that wage battle with stimulated brains about decisions, thoughts and feelings. Honest feedback, in the recruiting process or otherwise,is not always flattering, nor is it pleasant to learn. Consequently, many of us have a low level of self-awareness. We like hearing the good, but we generally dread receiving what we deem as bad. Yet self-reflection is an essential first-step to improving as a person. This introspection propels personal growth and professional development.

Personality Tests In Recruitment

Since it is expensive for companies to recruit and train new employees, attracting the right candidates for the specific opportunities is important for an organization’s productivity and bottom line. Personality tests continue to serve as valuable tools for recruiting, hiring and retaining exceptional talent. Personality is a proven indicator of job performance, therefore assessing a candidate’s behavioral tendencies in the workplace helps recruiters and headhunters determine if he or she will thrive in the open job and fit into the employer’s company culture.

Personality tests in recruitment offer insight into important, yet intangible information about prospects, like their personality, values and work preferences. Research shows that when employees are placed in positions that do not match their respective personality, it often leads to discontent.  This results in low productivity and high turnover. 

With the low unemployment rate, and the talent shortage in most industries, it is understandable why companies want to do everything they can to increase the chances that new hires become valuable, long-term team members.

Pre-employment job personality tests are typically delivered online and processed immediately. Results are verified and compared with other candidates. This accelerates the hiring process and increases the likelihood that prospects are compatible with the specific opportunity, and the company.

A typical interview may not provide recruiters with enough insight about a candidate's personality. Behavioral assessments offer a deeper dive to discover a prospect’s strengths, weaknesses and predilections. 

Common Career Personality Tests

According to, five of the most popular personality assessments used for employment are:

The Caliper Profile

This test measures how a candidate’s personality traits correspond to his or her job performance. reports that the Caliper Profile is different from other assessments because it studies positive and negative qualities, which is intended to offer a full picture of the prospect.

The Myers-Briggs Type Indicator

The majority of Fortune 100 companies use the MBTI as part of their hiring process, according to CPI, which is the test’s publisher. The MBTI is designed to determine if a job seeker’s personality is more geared to one of two tendencies in the following groupings: “Extraversion vs. Introversion,” “Intuition vs. Sensing,” “Thinking vs. Feeling,” and “Judging vs. Perceiving.” Candidates who take the MBTI fall into one of 16 personality types. There is a website called that offers free assessments as personal development tools. The MBTI is frequently implemented to see if a prospect would be an effective cultural fit for an organization.

The SHL Occupational Personality Questionnaire

This assessment provides firms with an indication of how certain behaviors impact a prospect’s work performance.  Candidates are evaluated in three areas: “Relationship with People,” “Thinking Style and Feelings,” and “Emotions.” They are given four statements and must select which statement best describes them, and which statement least describes them. 

The Hogan Personality Inventory (HPI)

This test has been validated on more than 200 occupations, according to, which further described the HPI as a consistent and reliable tool to evaluate a person’s temperament, and how that temperament matches the requirements of a specific role. The test studies seven primary scales and six occupational scales (“Service Orientation,” “Stress Tolerance,” “Reliability,” “Clerical Potential,” “Sales Potential” and “Managerial Potential”) along with 42 subscales. 

The DiSC Behavior Inventory

This model has existed since the era of Hippocrates, around 400 B.C. You see it in multiple versions. The four basic DiSC factors are “Dominant (D),” “Influential (I),” “Steady (S),” and “Compliant (C).” Companies use the DiSC to learn about a prospect’s professional behavior style and his or her ability to work as part of a team. Like the MBTI, the DiSC is a popular assessment used by many companies.

How Many Employers use Personality Tests When Hiring?

The Society for Human Resource Management reports that 22 percent of employers utilize personality and behavioral assessments to assist them in the hiring process. When used alone, these tests may not give an effective projection of an employee’s performance. Combined with other data and tolls; however, they can serve as a powerful resource for recruiters.

The pros and cons of personality tests for recruiting are bountiful, so companies should carefully weigh them before use. 

Benefits of Personality Tests in Recruitment

  • Learning the unique information personality tests provide can help recruiters and headhunters study a candidate’s potential fit within a company culture.

  • Personality tests help recruiters and headhunters better understand how to keep employees engaged and motivated in the workplace.
  • Effectively designed personality assessments can decrease the chance of placing the wrong person in the wrong role - a mistake that is detrimental for the employee, colleagues and the company as a whole.

Drawbacks of Personality Tests in Recruitment

  • Time. Personality tests can be time-consuming, and this can lead qualified candidates to pursue opportunities elsewhere.
  • Money. Personality assessments can be expensive to administer for companies, which increases the cost for recruiting and hiring employees.
  • Accuracy. Personality assessments do provide valuable insight about behavior, but they are not 100 percent accurate in gauging how successful prospects will be in their roles. 
  • Reliability. Some candidates are honest with their answers while others just select answers they believe employers want to hear. 

Don’t Wait For a Job Application To Utilize Personality Tests

  • Learning your personality type can help you better understand others 
  • Personality assessments can help you identify your likes and dislikes
  • You can better understand certain situations that allow you to perform at your best level
  • You can learn more about your strengths and areas that need improvement

Personality tests do have limitations. They can offer insight, but they are not pinpoint accurate. Knowing your personality type will not fully guarantee that you will love and thrive in a particular occupation and job. There is a monumental difference between having an interest in a particular field and liking the actual work. A personality test might indicate that you would be a spectacular computer programmer, for example, but you might find the work unfulfilling. 

Key Takeaway

4 Corner Resources (4CR) is an experienced and innovative staffing and recruiting leader in helping companies like yours find skilled and qualified team members for your vacant positions. Our recruitment specialties include, marketing and creative, legal, IT, non-clinical healthcare, call center and customer service, as well as, finance and accounting.

At 4 Corner Resources (4CR), we offer staffing solutions for businesses of all sizes - from startups to SMBs and large corporations throughout the United States. Our knowledge and passion for what we do, and our flexible terms and conditions, set us apart in the world of headhunting and recruiting.  If you need help identifying the right candidates for your vacancies, we welcome the opportunity to connect! Our team of headhunters is on stand-by to help you transform your workforce and find the ideal candidate today!




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