5 Popular Corporate Personality Tests & How To Use Them

Personality tests are frequently used in pre-employment assessments in order to identify a candidate’s personality traits and work styles. This information is then used to analyse the suitability of candidates for the company.

Different personality tests are used by different companies, but here are the 5 most popular ones:

The Caliper Profile

The Caliper Profile is a personality test that identifies an individual’s positive and negative characteristics, and then measures this information against one or more validated job models so hiring managers can see how well the candidate fits into a desired job role.

This test generally takes 60 minutes to complete and measures a total of 22 traits, 280 behaviours and 56 competencies. Individuals are rated on a percentage scale and evaluated by the range of their score. Trait combinations in this test are used to predict long-term behavioural patterns.

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Individuals choose from four adjectives or respond to statements by declaring which ones best or least describes them. There is also an abstract reasoning segment to measure the individual’s ability to problem solve.


The Caliper Profile results can be used to analyse similar traits or differentiating concerns among teams of employees but is largely used as a pre-employment assessment because of how well it helps in deciphering candidate motivations.

The SHL Occupational Personality Questionnaire


The SHL Occupational Personality Questionnaire (OPQ) measures behavioural traits within the categories of feelings and emotion, relationships with people and thinking style. These results are then measured against a profile based on the employer’s chosen hiring requirements.


This OPQ measures 20 key competencies within the above mentioned categories in a total of 104 questions that can be done within 40 minutes. Individuals answer a series of questions by choosing statements that describe them the most or least. Then, a report indicating the individual’s fit, potential and developmental gaps is generated for comparison against the hiring requirements.

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The SHL OPQ is a personality test primarily used in pre-employment assessments for making informed talent decisions.



Myers-Briggs Type Indicator (MBTI)

The Myers-Briggs Type Indicator (MBTI) is the most commonly used personality test during the hiring process. It is also the original personality test on which the 16-Personalities Test is based. The questions of the MBTI assess an individual’s basic preferences in order to identify where they fall within four dichotomies in Carl Jung’s Type Theory (extraversion vs. introversion, judging vs. perceiving, intuition vs. sensing and thinking vs. feeling).


This test consists of 93 questions that can be done within an hour and groups individuals into one of 16 personality types. While it is a popular test, the results generated from this assessment show a person’s innate preferences and do not predict an individual’s success in a job. Hence, employers generally use this as a guide to understanding the individual’s suitability for the job and identifying possible personality pitfalls.



DISC Assessment


The DISC assessment measures between four primary behavioural traits: Dominance, Influence, Steadfastness and Conscientiousness, for the most prominent one. However, this test also measures the relationship between the results of all four traits.

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This personality test consists of 28 statements with four options for individuals to rate how well they identify with each statement. Like the MBTI test, the DISC assessment separates individuals into one of 12 recognised personality types (based on the most prominent trait or traits).


Although this assessment can be used to make hiring decisions, it is more often used by employers for team building and employee development.  



Keirsey Temperament Sorter


The Keirsey Temperament Sorter breaks down individuals into four major temperaments: Guardian, Artisan, Idealist and Rational. Each of these four temperaments can be further sorted into four character types, resulting in 16 personality types that correspond to that of the MBTI test.

Image Source: keirsey.com


However, the primary use of the test is to identify which of the four major temperaments an individual belongs to by assessing the values and preferences of a person’s communication styles and action orientations. Where the MBTI focuses on interior thoughts and feelings, the Keirsey Sorter is concerned about external behaviour and action.


This test can be done in 15 minutes and consists of 70 statements in which individuals have to choose between two options. While Keirsey Sorter is commonly used to evaluate the suitability of an individual for a certain job, it should, like the MBTI test, be used as a guide to understanding candidates rather than a prediction of their success in a job.

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