A personality profile test comes in multiple types. Which one is best to apply depends on the company’s needs and goals. The dimensions and aspects of personality measured by each test are different so that the final results that the company receives will be different as well. Below are the most commonly used types of personality tests in recruitment processes.
Big Five Personality Model
The Big Five Personality Model or also known as the Five Factor Model was found in 1961. This type of personality test measures personality based on 5 factors, which are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. This is why this model is also popular as the OCEAN model.
The Big Five Personality Model is considered to be the most comprehensive and the best personality framework. This is the reason why many companies are still using it in their recruitment processes. Each personality factor is measured on a continuum. Instead of saying that a person is an introvert, this model of personality test will give the result in the form of percentage, such as 70% introvert and 30% extrovert.
This proves that no one is 100% introvert or extrovert. Because basically, humans always have 2 sides.
Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator (MBTI) is an extremely popular type of personality test. Many websites on the internet provide this type of personality profile test to inform someone what personality they have. The MBTI was first created by Katharine Briggs and her daughter Isabel Byers based on the theory proposed by Carl Jung in 1994.
The MBTI ‘divides’ one into 16 types of personality. And each personality type is represented by 4 letters, which each represents the MBTI assessment. These personality types come from 4 aspects, which are judging-perceiving, thinking-feeling, sensing-intuition, and extraversion-introversion.
Those 4 aspects see how a person’s power is in doing activities, managing information, perceiving the environment, and seeing the world. Unfortunately, various pieces of evidence show that the MBTI is not a credible personality test. Different from the continuum for the Big Five Model, the MBTI dichotomy shows absolute results.
Despite the controversy, there are still many companies that use this model of personality test as part of their recruitments.
DISC
DISC is based on one’s behavioural tendencies instead of their personalities. This type of personality test measures 4 points of behaviour, which are conscientiousness, steadiness, influences, and dominance. Similar to the MBTI, someone will be categorized into one of the 12 profiles, depending on their personality profile test results.