Top Pre-Employment Personality Assessments
In today’s competitive job market, hiring the right candidate goes beyond evaluating skills and experience. Understanding a candidate’s personality, work style, and cultural fit has become equally important for building successful teams and reducing turnover.
Pre-employment personality tests have emerged as valuable tools that help employers gain deeper insights into how candidates think, communicate, and collaborate. These assessments can predict job performance, teamwork abilities, and leadership potential before a candidate even starts their first day.
This article explores the top 10 personality tests for pre-employment assessment, breaking down their features, benefits, and ideal applications to help you choose the best option for your organization’s hiring needs.
1. Myers-Briggs Type Indicator (MBTI)
Probably the most popular, and at the same time the most unscientific and weakest test of all. The Myers-Briggs Type Indicator is one of the most widely popularized personality assessments, classifying individuals into one of 16 distinct personality types based on four key dimensions:
- Extraversion (E) vs. Introversion (I) – How individuals direct and receive energy
- Sensing (S) vs. Intuition (N) – How individuals process information
- Thinking (T) vs. Feeling (F) – How individuals make decisions
- Judging (J) vs. Perceiving (P) – How individuals approach structure and planning
Key Benefits:
- Simple/easy to use and understand
- Provides insights into communication preferences and work styles
- Helps identify potential team dynamics and complementary personality types
- Widely recognized and understood across industries
- Useful for team building owing to its simplicity
Test Format: The MBTI primarily uses forced-choice questions where respondents must choose between two options that represent opposing preferences (e.g., “Do you prefer to focus on the outer world or on your own inner world?”). This binary format forces individuals into distinct categories, which has been criticized for oversimplification.
Critical Perspective: While immensely popular, the MBTI faces significant criticism from many psychologists. Research shows that it has poor test-retest reliability, with up to 50% of test-takers receiving different results when retaking the assessment weeks later. Many workplace psychologists consider it scientifically questionable, with limited empirical support for its validity in predicting job performance or workplace behaviors. Despite its widespread use, most contemporary psychologists view it as outdated and lacking the statistical validity of more modern assessments.
Best For: Organizations looking to build balanced teams with complementary work styles and improve communication patterns across departments.
Offered By: The Myers-Briggs Company. For the original try Gyfted’s Jungian Test.
2. DISC Assessment
The DISC Assessment focuses on four primary behavioral dimensions that determine how individuals respond to challenges, interact with others, and approach their work:
- Dominance – How individuals handle problems and challenges
- Influence – How individuals interact with and influence others
- Steadiness – How individuals respond to change and pace
- Conscientiousness – How individuals approach rules and procedures
Key Benefits:
- Quick to complete (10-15 minutes)
- Provides practical insights into workplace behaviors
- Easy to understand and apply results
- Effective for improving team communication
Test Format: Gyfted’s DISC Assessment typically employs a forced-choice format where test-takers must rank or choose between statements that best describe them (e.g., selecting the most and least accurate descriptors from a set of four options). This ipsative approach forces comparative judgments rather than allowing independent ratings of each trait.
Critical Perspective: Many industrial-organizational psychologists criticize DISC for its simplistic four-quadrant model that lacks the nuance needed for complex workplace decisions. The assessment has limited psychometric research supporting its predictive validity for job performance compared to more evidence-based alternatives. Additionally, DISC can produce artificial correlations between traits due to its forced-choice format, potentially leading to misleading interpretations. While practical for quick insights, many workplace psychologists consider it too reductionist for high-stakes hiring decisions.
Best For: Fast-paced recruitment environments where quick, actionable insights are needed about how candidates communicate and approach challenges.
Available Through: Various providers including DISC Profile. Try Gyfted’s DISC test for free.
3. Clifton StrengthsFinder
Unlike assessments that categorize personalities into types, Clifton StrengthsFinder identifies an individual’s top talents from 34 strengths organized into four domains:
- Executing – Abilities that help get things done
- Influencing – Abilities that help take charge and reach a broader audience
- Relationship Building – Abilities that help build strong relationships
- Strategic Thinking – Abilities that help absorb and analyze information
Key Benefits:
- Focuses on talents and strengths rather than weaknesses
- Helps align candidates with roles that maximize their natural abilities
- Promotes a positive, strengths-based approach to talent management
- Useful for career development and leadership identification
Test Format: Clifton StrengthsFinder uses a timed format with paired-choice questions where respondents must choose which statement better describes them. Each item presents two potential self-descriptions, and users have 20 seconds to respond before the assessment automatically advances, allegedly to capture instinctive rather than calculated responses.
Critical Perspective: While popular in corporate settings, many psychologists criticize StrengthsFinder for its exclusively positive focus, which can overlook critical weaknesses relevant to job performance. The forced rapid-response format has been questioned for potentially sacrificing accuracy for speed. Additionally, independent validation studies are limited since Gallup controls the research on the instrument’s effectiveness. Some critics note that the assessment’s 34 strengths lack clear differentiation and can produce flattering but vague results that feel personally meaningful but offer limited predictive validity for specific workplace outcomes.
Best For: Organizations seeking a positive approach to talent acquisition and development, focusing on leveraging natural strengths rather than fixing weaknesses.
Developed and Offered By: Gallup. Free versions include Gyfted’s Free Strengthsfinder
4. Big Five Personality Test (BFAS)
The Big Five Personality Test, also known as the Five-Factor Model or OCEAN Model, measures five fundamental personality dimensions:
- Openness – Willingness to explore new ideas and experiences
- Conscientiousness – Organization, productivity, and responsibility
- Extraversion – Sociability, assertiveness, and emotional expressiveness
- Agreeableness – Cooperation, compassion, and consideration
- Neuroticism – Emotional stability and stress resilience
Key Benefits:
- Scientifically validated and research-backed
- Strong predictive validity for job performance
- Provides a comprehensive view of workplace-relevant traits
- Applicable across various industries and job roles
Test Format: The Big Five (or BFAS) typically uses Likert-scale questions where respondents rate their agreement with statements about themselves on a scale (usually 1-5), allowing for nuanced responses rather than binary choices. Another popular format is the forced choice, which is ideal for recruitment and professional settings as it lowers the social desirability bias inherent in Likert style tests (that are really terrible for recruitment settings due to this bias).
Critical Perspective: While the Big Five has the strongest scientific support among personality assessments, it’s not without limitations. Some psychologists argue that the five factors are too broad to capture the complexities of workplace behavior, potentially missing important nuances. Cultural bias is another concern, as the model was developed primarily in Western contexts and may not translate well to all cultural backgrounds. Additionally, there’s ongoing debate about whether the self-reported nature of the assessment makes it vulnerable to impression management, particularly in high-stakes hiring situations where candidates may present idealized versions of themselves rather than accurate self-appraisals.
Best For: Organizations prioritizing evidence-based hiring practices and seeking assessments with strong scientific foundations and predictive validity.
Available Through: Multiple providers
5. Enneagram Personality Test
The Enneagram categorizes individuals into nine interconnected personality types, each driven by different core motivations, fears, and desires.
Enneagram types include the below:
- Type 1: The Reformer – Principled, purposeful, and self-controlled
- Type 2: The Helper – Generous, people-pleasing, and possessive
- Type 3: The Achiever – Success-oriented, pragmatic, and image-conscious
- Type 4: The Individualist – Sensitive, withdrawn, and expressive
- Type 5: The Investigator – Innovative, cerebral, and isolated
- Type 6: The Loyalist – Committed, security-oriented, and anxious
- Type 7: The Enthusiast – Spontaneous, versatile, and scattered
- Type 8: The Challenger – Self-confident, decisive, and confrontational
- Type 9: The Peacemaker – Receptive, reassuring, and complacent
Key Benefits:
- Provides deeper psychological insights into motivations and behaviors
- Helps understand stress responses and growth patterns
- Useful for identifying potential conflicts and communication barriers
- Valuable for leadership development and team dynamics
Test Format: The Enneagram test uses a combination of Likert-scale questions and forced-choice formats depending on the specific test provider. Many versions employ a self-assessment questionnaire where respondents indicate their level of agreement with statements designed to identify their dominant type and “wing” influences.
Critical Perspective: Despite its growing popularity, the Enneagram faces substantial criticism from workplace psychologists. It lacks rigorous scientific validation compared to evidence-based assessments, with limited peer-reviewed research supporting its reliability or validity in workplace settings. The system’s spiritual and somewhat mystical origins make many organizational psychologists skeptical of its application in employment contexts. Critics point out that the nine-type structure appears somewhat arbitrary from a psychometric perspective, and the assessment relies heavily on self-identification and introspection rather than objective measurement. Many I/O psychologists consider it better suited for personal development than for high-stakes employment decisions.
Best For: Organizations interested in deeper psychological insights and understanding core motivations that drive workplace behaviors.
Offered By: The Enneagram Institute and others, like Gyfted’s Enneagram test.
6. 16 Personalities Test
The 16 Personalities Test combines elements of the Myers-Briggs framework with aspects of the Big Five model, creating an accessible and nuanced approach to personality assessment. It groups individuals into four main categories (Analysts, Diplomats, Sentinels, and Explorers) with 16 personality types:
Key Benefits:
- User-friendly interface and engaging presentation
- Balances depth with accessibility
- Provides insights on multiple dimensions including energy, mindset, nature, and tactics
- Free basic version available for initial screening
Test Format: The 16 Personalities test uses Likert-scale questions where respondents rate their agreement with statements on a scale (typically from “agree” to “disagree”). The assessment blends elements of Myers-Briggs with Big Five concepts through a questionnaire of approximately 60 items that measure preferences across multiple dimensions.
Critical Perspective: Many workplace psychologists consider the 16 Personalities test problematic for employment decisions due to its lack of rigorous validation studies and unclear psychometric properties. While more visually appealing and user-friendly than many alternatives, it essentially repackages the MBTI framework with elements of the Big Five, inheriting many of the scientific limitations of the former. The test offers engaging, narrative-rich results that feel personally meaningful but may lack predictive validity for workplace performance. Its popularity stems largely from its free availability and attractive presentation rather than scientific merit, leading many I/O psychologists to recommend against its use for high-stakes employment decisions.
Best For: Organizations looking for an accessible, user-friendly assessment that candidates find engaging and insightful.
Available At: 16personalities.com
7. Hogan Personality Inventory (HPI)
The Hogan Personality Inventory measures normal personality across seven primary scales that predict job performance:
- Adjustment – Confidence and self-esteem
- Ambition – Leadership potential and drive
- Sociability – Extraversion and social interaction needs
- Interpersonal Sensitivity – Tact and relationship maintenance
- Prudence – Self-discipline and conscientiousness
- Inquisitiveness – Creativity and curiosity
- Learning Approach – Valuing education and staying current
Key Benefits:
- Specifically designed for workplace applications
- Strong predictive validity for job performance
- Assesses “bright side” personality characteristics
- Can be paired with other Hogan assessments for a comprehensive view
Test Format: The Hogan Personality Inventory (HPI) uses a forced-choice format with true/false questions. The assessment consists of over 200 items where respondents must indicate whether statements accurately describe them, creating a binary response pattern that feeds into the scoring algorithm for each scale.
Critical Perspective: While the HPI is among the more scientifically respected personality assessments for workplace use, some psychologists question aspects of its methodology. The true/false format has been criticized for forcing oversimplified responses to complex personality traits. Some research suggests that the HPI’s scales show varying levels of validity across different occupational contexts, making generalized interpretations potentially problematic. Additionally, the comprehensive Hogan suite (including the HDS and MVPI) can be time-consuming and costly, raising questions about the incremental validity gained relative to the investment. Some critics also note that the assessment’s focus on predicting “bright side” traits may overemphasize certain workplace behaviors while underrepresenting others.
Best For: Organizations seeking detailed, workplace-specific personality insights with strong predictive capabilities for performance and leadership potential.
Offered By: Hogan Assessments
8. HEXACO Personality Inventory
The HEXACO model expands on the Big Five by adding a sixth dimension, measuring personality across:
- Honesty-Humility – Sincerity, fairness, and modesty
- Emotionality – Anxiety, dependence, and sentimentality
- eXtraversion – Social self-esteem, boldness, and sociability
- Agreeableness – Forgiveness, gentleness, and patience
- Conscientiousness – Organization, diligence, and perfectionism
- Openness to Experience – Aesthetic appreciation, creativity, and inquisitiveness
Key Benefits:
- Includes ethical dimension not captured in other assessments
- Strong cross-cultural validity
- Useful for roles requiring high integrity and ethical decision-making
- More comprehensive than traditional five-factor models
Test Format: The HEXACO assessment uses Likert-scale questions where respondents rate their agreement with statements on a five-point scale (from “strongly disagree” to “strongly agree”). The full version contains 100 items, while shorter versions with 60 or 24 items are also available for more rapid administration.
Critical Perspective: Though methodologically sound compared to many personality assessments, HEXACO has limitations that concern workplace psychologists. The model is relatively newer than established frameworks like the Big Five, resulting in fewer validation studies specifically examining its predictive validity for workplace outcomes. While the addition of the Honesty-Humility dimension is conceptually valuable, some research suggests it may have inconsistent relationships with job performance across different roles and industries. Additionally, the self-report nature of the assessment makes it vulnerable to socially desirable responding, particularly when measuring ethical qualities that job applicants have clear motivation to exaggerate. Some critics also note that the assessment’s academic origins may make practical application and interpretation challenging for HR professionals without specialized training.
Best For: Organizations where ethics, integrity, and cross-cultural applicability are particularly important considerations.
Available Through: hexaco.org
9. Caliper Profile
The Caliper Profile is an in-depth assessment that measures 22 personality traits and their relationship to job performance across four key areas:
- Leadership – Persuasiveness, assertiveness, and risk-taking
- Interpersonal – Empathy, sociability, and accommodation
- Problem-Solving – Analytical thinking, cautiousness, and thoroughness
- Personal Organization – Urgency, flexibility, and external structure
Key Benefits:
- Highly detailed and comprehensive evaluation
- Strong predictive validity for job performance
- Customizable to specific job roles and requirements
- Combines personality assessment with cognitive ability measures
Test Format: The Caliper Profile uses a mixed-method approach including forced-choice questions where respondents must select statements that most and least accurately describe them. It also incorporates abstract reasoning questions and problem-solving scenarios, making it more comprehensive than pure personality assessments.
Critical Perspective: While the Caliper Profile is respected for its depth, workplace psychologists raise several concerns. The assessment is significantly longer than many alternatives (taking 60-90 minutes to complete), potentially creating candidate fatigue and dropout issues in competitive hiring environments. Its proprietary nature means limited independent research exists validating its effectiveness across diverse populations and job functions. Critics note that the highly customized nature of interpretations makes standardization difficult, potentially introducing subjective biases in how results are applied. Additionally, the assessment’s significant cost may not deliver proportional returns on investment compared to more economical alternatives with similar predictive validity. The complexity of interpretation often requires specialized training, making it less accessible for organizations without dedicated assessment experts.
Best For: Organizations seeking an in-depth, customizable assessment solution for making high-stakes hiring decisions, particularly for leadership positions.
Provided By: Caliper Corporation
10. 16 Personality Factor Questionnaire (16PF)
The 16PF measures 16 primary personality factors and five global factors to provide a comprehensive analysis of behavior:
Primary Factors include:
- Warmth, Reasoning, Emotional Stability, Dominance
- Liveliness, Rule-Consciousness, Social Boldness
- Sensitivity, Vigilance, Abstractedness
- Privateness, Apprehension, Openness to Change
- Self-Reliance, Perfectionism, Tension
Key Benefits:
- Provides nuanced insights into personality traits
- Strong scientific validity and reliability
- Useful for predicting work behaviors and job fit
- Balances depth with practical application
Test Format: The 16PF uses a three-choice format for most questions, offering respondents options of “true,” “false,” or “?” (unsure) for statements about their behaviors and preferences. This allows for a middle option when respondents feel uncertain, theoretically producing more nuanced results than strict binary choices.
Critical Perspective: Despite its scientific foundations and long history, the 16PF has limitations that concern workplace psychologists. The test is quite lengthy (185 items in the standard form), creating potential issues with candidate experience and completion rates. Some critics argue that the 16 factors are unnecessarily complex for most hiring contexts, providing excessive detail that may not translate to practical workplace applications. The three-choice format has been criticized for the ambiguity of the middle “?” option, which can be difficult to interpret consistently. Additionally, research suggests that the primary factors show varying levels of reliability, with some dimensions demonstrating better psychometric properties than others. While more scientifically grounded than many alternatives, some I/O psychologists question whether the additional complexity offers meaningful improvements in predictive validity compared to more streamlined assessments.
Best For: Organizations seeking a scientifically robust assessment that offers detailed personality insights without being overly complex to interpret and apply.
How to Choose a Pre-Employment Personality Test
When selecting a personality assessment for your hiring process, consider these factors:
- Identify your hiring goals – Define what specific traits or behaviors are most relevant for the role
- Consider validity and reliability – Choose scientifically validated tests with proven track records
- Evaluate ease of use – Both for candidates taking the test and hiring managers interpreting results
- Check legal compliance – Ensure the assessment meets relevant employment laws and regulations
- Consider cost and scalability – Balance depth of insights with practical implementation concerns
Pre-employment personality tests can be powerful tools for building stronger teams and making better hiring decisions. However, they should be just one component of a comprehensive selection process that includes interviews, skills assessments, and reference checks.
When used appropriately, these assessments provide valuable insights that help match candidates to roles where they’ll naturally excel, leading to higher job satisfaction, improved team dynamics, and reduced turnover.
By selecting the right personality test for your organization’s needs, you can make more informed hiring decisions and build teams designed for long-term success.