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Best Personality Assessment Tools (Review)

 

best personality assessment tools

In today's marketplace, there are a lot of personality profiling tools available. Over the last twelve years, I have been certified in three of them and have evaluated and studied dozens of others. The first thing to know about personality profiles is this: these tools are only as good as the person using them! That means that the person administering them must understand how human behavior truly works (the difference between a Trait and Behavior, for example) and have a basic understanding of how Psychometric Assessment tools (personality profiles) work. With an understanding of those two things, you can then achieve your objective with most of the tools available as long as they have been validated to do what they claim. The following will provide you an overview of some of the more popular and effective assessment tools available depending on your objectives.

Caliper Profile

Caliper was formed in 1961, after Herb Greenberg, Ph.D., the company's Founder and       Chief Executive Officer, undertook a study for a large insurance company to determine if there was any reliable way to assess the sales potential of applicants.  Four years of development led to the creation of a comprehensive personality test, which Caliper has since refined. This scientific instrument for in-depth personality assessment and job matching has been validated by nearly a half-century of research and measures over twenty-five personality traits that relate to job performance.  It provides clear, objective information on an individual's strengths, limitations, motivations and potential.  

The Predictive Index (PI)

The Predictive Index was created by PI Worldwide in 1955. The PI is a scientifically validated behavioral assessment tool that accurately predicts workplace behavior and offers a clear understanding of the unique behavioral needs and drives that make people work. The Predictive Index assessment is administered in the form of an adjective checklist and takes approximately 10 minutes to complete. The results provide managers with detailed information into the behavioral drives of people.

DISC Personality Test 

The DISC assessment is based on the 1928 DISC personality theory of psychologist William Marston. Marston's theory centers around four different personality traits: Dominance, Inducement, Submission, and Compliance. In 1956, industrial psychologist Walter Vernon Clarke developed this theory into a personality assessment tool, and in 1958, John Geier simplified into the version we use today. Keep in mind that there are many different versions of the DISC, so make sure that the one you are using is a validated instrument. The DISC assessment analyzes your personality by calculating your personal DISC profile based on your everyday typical behavior. The DISC factors, Dominance, Influence, Steadiness and Compliance predict your behavior towards others and the everyday things you do. Many companies use the DISC as a way to screen potential employees and identify leadership traits that could help leaders be more effective.

Myers-Briggs Type Indicator (MBTI)

This classic personality assessment was created in 1962 and is still very popular and reliable. The MBTI is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Fundamental to the MBTI is psychotherapist and psychiatrist Carl Jung's theory of psychological type. Jung proposed the existence of two dichotomous pairs of cognitive functions: 

    • The "rational" (judging) functions: thinking and feeling

    • The "irrational" (perceiving) functions: sensing and intuition

Jung believed that for every person, each of these functions is expressed primarily in either an introverted or extraverted form. From Jung's concepts, Briggs and Myers developed their own theory of psychological type. The MBTI sorts some of these psychological differences into four opposing pairs, or dichotomies, with a resulting 16 possible psychological types. The Myers-Briggs test is frequently used in the areas of career counseling, team building, group dynamics, professional development, marketing, family business, leadership training, executive coaching, life coaching, personal development, and marriage counseling.

StrengthsFinder 

In 1998, Donald O. Clifton, Tom Rath and a team of scientists at the Gallup organization created the Clifton StrengthsFinder assessment. This tool was popularized, initially, through the best-selling book Now Discover Your Strengths by Donald Clifton and Marcus Buckingham. The tool helps individuals, teams and organizations discover and develop their talents. Business organizations use the StrengthsFinder to assess and provide feedback to employees and managers, focusing particularly on team building. 

Ngenio MPO Personality Profile

The MPO (Management and Performance in Organizations) is my tool of choice and is the latest greatest, state of the art solution designed to assess and manage human capital in organizations. The MPO is based on the assessment of personality and perceived job performance. The tool assesses seven factors and their interactions to produce a graphical and written report that is one of the easiest to learn and apply. The MPO also has a tool called the Job Profiler that helps you establish the ideal or required traits of the job that you can use as a benchmark for a candidates or employees individual MPO profile. People from any organization can be trained to become authorized analysts, or, if the business prefers, opt to utilize the service of MPO certified partners located throughout the United States or Canada. The MPO helps organization with:

    • Hiring & Selection

    • Leadership Development

    • Team Building

    • Performance Management

    • Coaching

    • Conflict Management and Resolution

    • Training and Development Planning

    • Career Development and Succession Planning

    • Organizational Design

       

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Comments

Mike - How do you know when the assessment tools "work"? When is the best and worst time to use each one? 
 
Chris Koomey
Posted @ Friday, January 18, 2013 5:04 PM by Chris Koomey
This writing provides facilities of rapid transformation from a dedicated professional into influential leader which provide optimal performance, fortify human relations and reach one`s to the top profession.
Posted @ Sunday, February 16, 2014 1:17 PM by Robi
Chris, 
 
You know assessment tools work when you have had some training in properly analyzing the results and then how to ask great questions that can help reveal the true self of the individual assessed. As long as the assessment tools has been properly validated and will provide the documentation to support this, most of them are good and accurate tools. That being said, I go back to what I started with on the training as they are only as good as the person using them. A fool with a tool is still a fool.
Posted @ Sunday, February 16, 2014 1:29 PM by Michael Matalone
I was looking for something like this and I am so glad that I finally found it.  
Posted @ Wednesday, May 28, 2014 2:47 AM by EQi Certification
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