Psychometric or personality tests are assessments that are conducted for the purpose of understanding a candidate on parameters such as skills, attitudes, strengths, weaknesses, personality traits, etc. Recruiters use these assessment techniques to filter candidates. Among other things, it helps them determine whether the candidate would be suitable for a particular role, whether they would fit in with the team, and their attitude towards work.
FOUR POPULAR PSYCHOMETRIC TESTS USED BY RECRUITERS:
- The Myers-Briggs Type Indicator (MBTI)
The MBTI test is one of the most popular tests used by companies in their recruiting process. It contains a series of 93 multiple choice questions, that have to be answered on a 5 or 7 point scale.
Upon the completion of the test, the results indicate a four letter personality type, such as INTJ or ESTP. This is identified on the basis of an individual’s preferences within the following 4 dichotomies:
(i) Are you Extroverted (E) or Introverted (I)
(ii) Do you prefer to take information by Sensing (S) or Intuition (N)
(iii) Do you make decisions on the basis of Thinking (T) or Feeling (F)
(iv) Do you prefer to live your outer life by Judging (J) or Perceiving (P)
These preferences (determined by the MBTI test) are used to establish 16 personality types (see the picture below).
Recruiters use MBTI results to check whether the candidate would be good fit for the role and the company. It’s also used to understand the candidate in more depth.
Popular companies that use the MBTI Test: Mostly used by top consulting companies like BCG, McKinsey, Bain among others.
2. The DiSC Profile Test
The DiSC assessment is also a multiple choice test, where the candidate is expected to choose the most appropriate response to every question.
Upon the successful completion of the test, the assessment determines the individual’s personality type. It uses four factors to do this: Dominance (D), Influence (I), Steadiness(S) and Conscientiousness(C). A person could be an S style personality or even a combination personality like SC style.
This test is used by recruiters to filter and shortlist candidates that they think would be a great fit in the company.
Popular companies that use DiSc profiling: About 70 percent of the Fortune 500 companies such as Exxon Mobile, Walmart and General Electric use the DiSC profiling system within their organisations*.
3. The Caliper Profile Test
This test has a gained a rep for being the most complex personality test used by recruiters. It follows the multiple choice question method, and contains a variety of questions such as situational questions, analytical questions, puzzles and behavioural questions.
These questions test leadership skills, interpersonal skills, decision making ability and time management skills. The candidate’s final scored is delivered on a scale of 1 to 99, and is used to determine whether a candidate would succeed in that particular job model.
Recruiters use these scores to better understand the candidate, and some companies also use it to add more depth to the interview process.
Popular companies that use the Caliper Profile test: Companies like Dassault Falcon Jet Corporation, Martin Leasing Corporation, and the Lapp Group use this test in their recruitment process.
Take a prep test here.
4. Hogan Personality Inventory (HPI) Test
The HPI Test contains 200+ questions that are to be answered on a positive/ negative scale.
It describes the “bright side personality”, which determines how a person would perform when they are at their best. The test scores a person on certain primary, occupational, and other sub-scales.
Personal scale: Adjustment, interpersonal sensitivity, prudence, ambition, sociability, learning approach and inquisitiveness.
Occupational scale: Service orientation, reliability, sales potential, stress tolerance, clerical potential and managerial potential.
HPI test results are used by recruiters to determine how a candidate works, how they lead and how successful they might be.
Popular companies that use HPI in the recruiting process: Cargill Inc., World Trade Organisation, ABC Group, among others.
Take the free test here.
If you have ever taken a psychometric test before, you may know that these are not 100 percent indicative of who you really are. While most of these tests claim to be “scientific”, the results should be taken with a grain of salt. (Read more here).
Note: The free tests may not be authentic or as accurate as the original ones.
*Data for the recruitment process is unavailable.