Most managers have encountered one or more personality tests during their professional career. Dozens of types exist, each with a slightly different focus. Many can be taken in only a few minutes and offer both managers and employees valuable information about their own strengths and weaknesses at work.
Here, we cover five of the most popular personality tests and the ways managers can use these assessments to help their teams perform better.
The Myers-Briggs Type Indicator (MBTI) is one of the most well-known and well-used personality assessments. It examines a person’s tendencies toward four paired sets of traits:
- Extroversion vs. Introversion
- Intuition vs. Sensing
- Thinking vs. Feeling
- Perceiving vs. Judging
Results from these tests can combine to create 16 different personality types, each with its own strengths and weaknesses.
DISC stands for the four main traits assessed by the inventory: Dominance, Influence, Steadiness, and Compliance. By focusing on these four traits, the DISC seeks to paint an image of the test-taker’s approach to interpersonal relationships, including workplace relationships. Whether high, low or in between, each of the four traits comes with its own strengths profile – and suggests ways to help address associated weaknesses.
The “Big Five” examines five broad personality dimensions: Extroversion, Openness, Agreeableness, Conscientiousness, and Neuroticism. An employee’s placement on these five scales helps provide insight into their interpersonal interactions, stress management, reactions to sudden change, and more.
An OII, or Occupational Interest Inventory, is a common tool for students seeking a career path. Within an organization, however, it can be used to help direct employees toward roles that are most likely to engage their full interest and attention. Examples include the Holland Code Career Test, which measures the test-taker’s interest in various roles and tasks. Managers can use results to assign tasks to employees in more personalized ways.
A STJ, or Situational Judgment Test, offers a simulated situation and a bank of preloaded responses. Participants are asked to choose the response they feel will be most or least effective. Their responses, in turn, provide a window into how they interact with others, which can help managers improve communication.
At THE RIGHT STAFF, LLC, our recruiters can help you find candidates who offer a great fit with your company’s existing culture. Contact us today to learn more about our recruitment services in St. Paul and beyond.