Before we get an introduction to different personality tests, let me tell you that a personality test is a form of assessment that reveals different aspects of a person’s character and mental capabilities. It aims to refine clinical diagnoses, structure and inform psychological interventions, and increase the accuracy of behavioral prediction in different contexts and settings.

The importance of personality tests

It would not be wrong to say that personality tests have been around for over three decades and are intended to make the personality-building process easier and faster. They are widely used in fields like relationship counseling, career development, employment tests, and occupational safety and health. The importance of personality tests lies in the fact that these psychometric tools help determine the potential and capabilities of a person. They often come in the form of standard tests, conditions, and scoring procedures. Some of the tests have even taken the form of interpretations and aim to develop and build one’s character. Self-awareness is key to a successful career, and that’s why personality tests come in to help us understand what’s most important for us and how to deal with different situations. They help us choose the right career and achieve success in the workplace.

Popular Tests

According to Graduate Monkey, big businesses such as KPMG, Hewlett-Packard, Microsoft, and Deloitte have been into taking psychometric tests to evaluate one’s skills and abilities at the workplace. Some of the most famous types of tests are Caliper Profile Test, Gallup StrenghtsFinder (GSF), Myers-Briggs Type Indicator (MBTI), 16 Personality Factor Questionnaire (16PF), Revised NEO Personality Inventory - 3 (NEO-PI-3), Minnesota Multiphasic Personality Inventory (MMPI), DISC Personality Profile Assessment, and others. All of these tests come with a variety of questions, and their goal is to find out how many characters a person has and how to help him polish his skills. That is why different organizations choose from these tests or design their own personality tests before hiring candidates for different positions.