The work personality test in the HR world

Published on 02/04/2024

The work personality test in the HR world

Published on 02/04/2024
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The work personality test in the HR world

Can a work personality test contribute to the success of a hiring campaign or selection process? Choosing a candidate for a particular position involves conducting a series of tests on their personality, which assess their ability to work on different tasks assigned to them, within a team, and within the culture of the interested company.

A human resources manager needs to be able to understand the different personalities they are dealing with. Therefore, psychological tests are conducted to facilitate their understanding. But what tests are used for personnel selection? What are the different instruments and their objectives? How to interpret the results of a test? We explain it below.

The work personality test: What is it for?

These types of tests are analytical tools designed to predict, as their name suggests, the type of personality of a person with a certain degree of accuracy and different degrees of depth, from the “simple” to the “complex” of their professional construction. Among its main functionalities are:

Evaluating interpersonal skills

How will the person behave with others within a team, especially if collaboration is a key value in the organization?

In this way, the HR manager will be able to know if the person applying for the position will be able to integrate easily and quickly into their company.

Find out the motivation

What motivates the candidate to work? Salary, stability, need for recognition, or a good balance between personal and work life?

Identifying the candidate’s main motivation will allow the HR manager to appreciate the most valuable aspects of their professional project and their desire to invest in it.

Identifying soft skills

For each position to be filled, the candidate must present several skills. Knowing how to express oneself and communicate clearly, being emotionally intelligent, being empathetic, having the ability to actively listen, having skills to help, being creative, taking initiatives, being autonomous or perseverant, and all these qualities that can be included in the portrait of the ideal person.

Understanding emotional management

In a professional context where one works under pressure, it may be interesting to know the candidate’s ability to control their emotions or to react to a difficult situation, such as an emergency to be faced or the risk of a conflict.

Emotional intelligence is an excellent quality to look for.

Work personality tests allow the HR team to decide between two or more candidates when it is determined that the profiles are of high quality and will add value to the organization. Beyond their similar skills and experience, evaluating their more personal aspects at work can help make accurate and effective decisions.

These work personality tests also serve to manage career development, professional evaluation, or internal mobility. They have proven to be powerful and interesting tools for employee monitoring. They allow an assessment of the personality of the company’s professionals and, therefore, reveal the strengths, areas for improvement, or possible difficulties of an individual, for example, in the context of competency assessment they are useful for:

  • Checking the compatibility of a person with a new team during a transfer or job mobility.
  • Taking into account each person’s individual values to plan personalized training.
  • Supporting employees to develop professionally, ascend, take on more responsibility, etc.

The work personality test has multiple perspectives regarding career management and mobility.

However, it is important to highlight that to carry out a thorough and objective performance and competency evaluation, companies must rely on dedicated tools that provide automatic and real data.

Types of work personality tests

Usually, personality tests are based on a series of questions or statements that are answered through multiple choice options or rating scales. There are also tests that follow a defined pattern, especially those designed for the field of work and organizational psychology. Here are the most common work personality tests:

A-B personality test

This is a type of test that divides profiles into two key categories, defined as: profile A and profile B. The goal is to identify whether the candidate meets certain requirements found within one of the defined profile types.

Profile A is generally defined as a character with a tendency towards constant activity and competitiveness. Thus, defining candidates as “workaholics” with great ambitions. Professionals defined by this type of profile know how to organize their work activities very well, although they have difficulties managing their working time, feeling that their working day is not enough.

However, they know how to make effective decisions very quickly but sometimes act without consent.

Profile B is the opposite of the previous one, characterized by serenity, tranquility, ease of handling, and empathy. The professional who meets this type of profile needs time to achieve the proposed objectives in a more thorough manner.

Unlike Profile A, these professionals are more focused on the result than on the time it takes to achieve it. Additionally, they tend to be interested in creative and cultural activities.

The five-factor personality test

This type of test is based on the qualification of 5 key factors that build a candidate’s personality, also called “Big five” and inspired by Lewis Goldberg’s personality theory “Big Five Model”. Through these, the test manages to define a candidate’s personality, these are:

Openness to experience: Openness to experience is characteristic of restless minds, which tend towards innovation, have creative ideas, and go beyond the conventional.

Conscientiousness: It relates to the conscientious character, which pursues its goals and inspires confidence.

Extraversion: It is characteristic of very sociable people with communication skills, assertive, and committed.

Agreeableness: It shows in relationships, those who have this tendency are usually reliable, altruistic, sensitive to others, and conciliatory.

Emotional stability: It is about emotional balance and the level of negative emotions that the candidate has. This will be reflected in conflict resolution, stress management, and understanding of differences.

The professional’s personality should be evaluated based on the score obtained in each of the five described factors. According to the result, it is possible to identify their suitability for the interested job position.

DISC personality test

A type of test that evaluates a professional profile based on the level of certain characteristics, hence its acronym DISC which refers to decision or dominance, influence or interaction, steadiness, and compliance.

The aim is to segment the candidate’s personality into a combination of these four characteristics. Thus, measuring the behavior and emotions of the person evaluated to understand how they will or will not adapt to the company’s work environment, how they will interact with other people, what motivates them, what stresses them, and how they behave in certain situations.

The results of each of these work personality tests can be decisive when forming your professional team. It is therefore very important and advisable to analyze which of them is the best option as well as their process, the details of their development, their objectives, and intentions.Performance Management Software - free trial

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