How to use personality tests in the workplace

Personality tests, while imperfect, can often act as helpful shortcuts for understanding people on your team—at least when used correctly. 

Taking the right approach can help teams click better, managers make smarter decisions, and remove some of the guesswork from the hiring process. But they’re not magic wands. Implementation and execution are everything when identifying key personality traits. 

So, how do you use personality tests in the workplace? Below, we’ll cover:

• The basics of popular personality tests and what they’re designed to do
• How and when to use them effectively in your workplace
• Best practices (and a few pitfalls to avoid) when rolling out assessments
• How tools like The Predictive Index go beyond traditional personality tests to drive results

Overview of personality tests

Personality tests are structured assessments designed to shed light on how individuals think, communicate, and collaborate. In the workplace, these assessments can help teams improve how they interact with each other, strengthen relationships, and support overall leadership development.

Options like the Myers-Briggs Type Indicator (MBTI) questionnaire, The Big Five, The Predictive Index Behavioral Assessment, and DiSC are some of the most recognized tools for understanding workplace dynamics. They can provide insights into how different personalities—introverted or extroverted—contribute to team performance and overall productivity, making them a valuable resource for team building.

By understanding what these tools can and can’t do, businesses can take the first steps toward using them effectively. 

Learn more: Personality tests for team building

When personality tests are used in the workplace 

From improving team dynamics to shaping leadership strategies, here are some practical ways that identifying personality types can be helpful in the workplace:

• Connect remote teams: For remote or hybrid teams, personality tests help improve collaboration and team building within an organization by offering insights into individual communication styles and working preferences, such as an individual’s conscientiousness.
• Support hiring decisions: These tests can provide additional context about a candidate’s potential fit with the company culture. However, it’s important to not rely too heavily on the results, as diversity in thinking styles, as well as different experiences, can often drive innovation.
• Improve team development: Personality assessments help managers strengthen communication, productivity, and overall team engagement by understanding group dynamics. It could also potentially support the creation or strengthening of company culture.
• Plan for leadership and growth: By identifying leadership qualities or personal motivators, managers can create customized employee development plans that align with both individual and organizational goals.

When used thoughtfully, personality tests can enhance workplace collaboration and provide actionable insights—but they’re just one piece of a larger strategy.

Step-by-step guide on how to use personality tests in the workplace

Not every organization will apply personality testing in the same manner. The employee makeup and the company’s mission, among other factors, matter in terms of rollout. For optimal effectiveness, companies should:

Understand the organization’s goals and objectives.

Before introducing personality tests, identify what you aim to achieve. Are you looking to boost team collaboration, make more informed hiring decisions, or improve leadership development? Defining clear goals ensures the assessment aligns with your organizational priorities.

Choose the right personality assessment.

Not all personality tests are created equal. Select one that aligns with your outlined objectives. For instance, tools from The Predictive Index can offer actionable insights tailored to workforce optimization and leadership challenges.

Communicate the process to the team.

Once you’ve selected a personality assessment, involve everyone in the organization so they’re aware of the process. Transparency is key. Explain the purpose, the expected outcomes, and how it benefits both the team and the individual employees.

Facilitate the assessment.

Make it easy for employees to complete the test. For online assessments, provide clear instructions and set a deadline. If it’s a group assessment, schedule a convenient time to ensure participation. The goal is to create an accessible and stress-free experience that doesn’t interfere with everyone’s day-to-day.

Review the data as a team.

Once assessments are completed, dive into the results. Look for patterns that highlight strengths (like agreeableness, the mix of extroversion and introversion, and competencies) areas for growth, or opportunities for better team alignment. Share the findings with the team and collaboratively set an action plan with next steps. An organization can hold itself accountable for executing this action plan through the use of frameworks such as SMART goals.

Leverage the data for long-term impact.

Use the test results gained to shape your hiring strategy, improve team dynamics, or design tailored employee development programs. HR teams can also harness this data to refine recruitment processes and strengthen employee engagement initiatives.

Learn More: 

• What is employee engagement?
• 6 employee engagement best practices
• Creating a culture of employee engagement in the workplace

Best practices for personality tests in the workplace

Personality testing can be a boon to your workplace and workforce, when applied properly. That means using them in conjunction with other tools and alongside other data, and applying it in context.

Avoid making assumptions based on results.

Personality assessments typically highlight an individual’s dominant traits, but they don’t define the entirety of a person’s abilities or potential. Approach the results with an open mind to avoid stereotyping employees based on their profiles.

Choose dynamic, actionable assessments.

Select assessments that provide clear and meaningful feedback for employees. Avoid static tools that fail to offer actionable next steps or insights for team development and individual growth.

Ensure inclusivity across the organization.

Personality tests should involve everyone within the organization to promote team alignment and inclusivity. Excluding individuals or teams can lead to incomplete results and undermine the value of the data collected.

Understand the purpose of the assessment.

Each personality test has its own logic and set of results. Before implementing one, ensure it aligns with your organizational goals. Understanding the “why” behind the test will help you interpret results and create relevant action plans.

Communicate the importance of the assessment to employees.

Employees should know why they’re taking the test and how the results will be used. Transparency fosters trust and engagement, making team members more likely to embrace the process and its outcomes.

How The Predictive Index can help

The Predictive Index offers tools and insights to help organizations go beyond traditional personality tests and unlock the full potential of their teams. By integrating behavioral assessments, PI empowers leaders to better understand workplace dynamics, improve decision-making, and create effective talent strategies.

With solutions like the PI Behavioral Assessment and the PI Cognitive Assessment, organizations can gain a deeper understanding of individual behaviors and capabilities. These tools are designed to provide actionable insights that drive better hiring decisions, foster team collaboration, and promote leadership growth.