Personality Assessments: What Types are There

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Personality tests are often referred to as “psychometrics”, which is a branch of psychology that is focused around designing, conducting and interpreting personality tests. The data from these tests looks at the subtle differences between people, such as their intelligence, personality traits and quirks, and how well they function in the workplace.

There are many variants of these personality assessments -over 100 at least-, some more different than others.  However, when you take a closer look, you will notice that there are three main types of personality tests. There’s aptitude tests, trait-based assessments, personality assessments, and type-based assessments.  As we look at these three main types, you’ll soon see which type will suit you and your business the best.

Aptitude Tests

Aptitude tests measure how well a person can complete a task, how wide their knowledge is on that particular field, and what their potential is in the workplace.  In these tests, a person’s skills and knowledge are analyzed subjectively, and often differ, depending on the task at hand.  They’re very straightforward, and they are usually conducted in a boolean format, with yes/no, or true/false questions and answers making up the body of the tests.  These tests are popular when the job required is a high-performance job that requires quick thinking and wide knowledge.

Personality Assessments

The next two types of test are grouped together in the “personality” category.  Both traits and types are variants of personality, which is why these two kinds will often be included together in tests and blended seamlessly so that the person being tested doesn’t know which area of their personality is being analyzed.  These tests are easy to design, and often the questions will revolve around the area the testee frequents, such as school, university or the workplace. How these tests work, is on a floating mark basis.  Every question looks at a different area in a person’s personality.  One will be deciding between introvert and extrovert, another between reasoning and feeling.  Each mark a person gets, will be added together, and a percentage at the end of the test lets the person know what kind of personality they have.  There are no right, or wrong answers in these tests, as every answer helps to build a proper picture of the person’s internal psyche.

Watch This Video To Know How to Create a Personality Quiz

Trait-Based Assessments

Traits are like habits, everyone develops them, and this is what makes us unique, and human.  As such, trait-based tests look at what traits a person has, and then the tester can use this data to work out how the person would behave in various situations.  These tests focus on traits such as “friendliness”, “intelligence” and “honor”, to name a few. Trait-based tests are more suited for individuals, as every person’s traits are unique.  However, because of all the facets of a person’s traits, these tests tend to take a lot longer to conduct, as opposed to type-based tests. These assessments are useful for the initial hiring process in companies.  The five-factor test is a good example of this assessment.

Type-Based Assessments

Type-based assessments, on the other hand, are more useful in finding out a general picture of a person’s personality and emotional groups. These tests are based, therefore, on psychological people groups, such as “introverts” and “extroverts”. These tests do not measure one’s competence in a subject, how well they can do a task, or whether they have inherent skills.  Rather, these tests focus on generally unquantifiable characteristics, such as whether a person has “intuition”, or whether they can “sense” (such as a “gut feeling) the right thing to do. These tests are useful for streamlining efficiency in the workplace, by letting HR know which people should be placed together, and which should be separated. It’s also useful for team building, as the person in charge will be able to adjust the exercises to suit the personalities, rather than having a generic test.  An example of this kind of test is the Myers-Briggs Type Indicator.

The Final Word

So in conclusion, if you’re looking to hire someone immediately, someone that needs to be capable of a highly skilled job, then an aptitude test will be your best option.  If you have more time, and a large number of applicants for a job, a personality trait test will be better, as this looks at what they can do, as well as what they are like.  However, if you’re wanting to streamline work, and get your employees to work well with each other, then the personality-type test is for you.

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