Validated
Big Five predictivity for performance
20-45 min
Duration of personality test
67%
Companies using psychometric tests
-25%
Reduction in selection errors
Definition
A personality test is a standardised assessment tool that measures an individual's character traits, behaviours and preferences in a professional context. These tools help objectify behavioural aspects that are difficult to assess in a standard interview.
Main Tests Used in Recruitment
Personality Test Comparison
| Test | Model | Scientific Validity | Primary Use Case | Duration |
|---|---|---|---|---|
| Big Five (OCEAN) | 5 dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism | Very high | Performance prediction, all roles | 30-45 min |
| DISC | 4 dimensions: Dominance, Influence, Steadiness, Conscientiousness | Moderate | Communication styles, management | 20-30 min |
| MBTI | 16 types across 4 dimensions (I/E, S/N, T/F, J/P) | Debated | Self-reflection, team development | 25-40 min |
| Insights Discovery | Colour code based on Jung (R/J/V/B) | Moderate | Team communication, cohesion | 25-35 min |
| Hogan | Personality, values, stress risks | High | Leadership roles, succession planning | 45-60 min |
Best Practices for Use
- 1
Choose the Right Test for Your Needs
Select a scientifically validated test suited to your context. For recruitment, prioritise Big Five (best predictivity). For team development, DISC or Insights are more accessible.
- 2
Administer at the Right Time in the Process
After validating the candidate's technical skills, typically at shortlist stage. Avoid administering too early to avoid unnecessarily burdening the process.
- 3
Train Recruiters in Interpretation
A poorly interpreted test leads to poor decisions. Train your teams in psychometrics basics. If possible, initially get support from an occupational psychologist.
- 4
Inform and Obtain Consent
Always inform candidates about test use, its purpose and how results will be used. Obtain explicit consent. Respect confidentiality (GDPR).
- 5
Integrate into a Multi-Method Approach
Never base a decision solely on a test. Use it as one element alongside interviews, technical skills, practical exercises. The test enhances, it does not replace.
Advantages and Limitations of Personality Tests in Recruitment
Avantages
- Partial objectification of behavioural aspects difficult to assess in interview
- Reduction of certain cognitive biases (halo effect, similarity bias)
- Structured discussion basis to explore functioning modes
- Consistency between candidates (same tool for all)
- Post-hire development tool for integration and management
Inconvénients
- Possibility of distorting answers to appear as expected
- Does not measure acquired competencies, only tendencies
- Risk of reinforcing certain biases (favouring extroverts, for example)
- Cost of certification and interpretation training
- Partial predictive validity: correlates with performance, does not guarantee it
Frequently Asked Questions about Personality Tests
Can a personality test eliminate a candidate?
No, a test alone should never be eliminatory. It may flag concerns to explore in interview or support needs if hired. Hiring decisions must always rest on multiple elements: technical skills, interviews, practical exercises, references and test results. Using a test as the sole elimination criterion exposes you to legal risks (indirect discrimination).
Should the same test be used for all roles?
Ideally, use a common base tool (like Big Five) for comparability between candidates and hires. Add role-specific tools if needed: sales aptitude tests for sales roles, leadership tests for managers. Using a uniform tool also facilitates building an internal database to identify which profiles succeed best in your company.
How to give test results feedback to candidates?
Systematically offer feedback, even briefly. For rejected candidates, feedback on their profile may be appreciated and improves candidate experience. For hired candidates, thorough debriefing aids integration, helps the manager adapt their style, and shows you invest in development from the start. Results must not be shared with third parties without candidate consent.
Is MBTI reliable for recruitment?
MBTI's scientific validity is debated in the psychometrics community: studies show low stability over time (types can change between administrations) and modest performance predictivity. It remains useful as a self-reflection tool and discussion basis. For rigorous recruitment, prefer Big Five which has stronger scientific validation. MBTI is better suited to team development.
What is the legal framework for personality tests in the UK?
Personality tests are permitted but must be relevant to the role, communicated to the candidate and require their consent. Results are confidential and candidates have access rights. Avoid tests measuring elements unrelated to employment (mental health, private life) to prevent indirect discrimination. Always ensure tests are relevant to the job and administered fairly.
Integrate Personality Tests into Your Aurelia Process
Centralise psychometric results in candidate files, compare final profiles and analyse which traits predict success in your roles.