5 Personality Tests Useful for Industrial-Organizational Psychologists
Employers are expediting their staffing processes thanks to personality tests recommended by industrial-organizational psychologists. Character evaluations reveal a person’s basic characteristics. Personality profiles benefit employers in staff selection since these attributes influence job performance.
Not all of the tests provided are scientifically sound or appropriate to corporate environments. Here are five trustworthy personality tests with useful results.
The personality of a person is assessed using four behavioural categories: dominance, influence, steadiness, and conscientiousness. Specific characteristics distinguish each type of behaviour, as follows:
Dominance – firm, tenacious, results-oriented, and direct
Influence – Positive, energetic, enthusiastic, and extroverted people.
Steadiness – calm, patient, accommodating, and tactful
Conscientiousness – Analytical, logical, precise
The acronym “DiSC” is formed by the first letters of these behaviours. Its core idea is that everyone embodies all four behaviour patterns, but that one is the most operative, as this test reveals.
Employers can benefit from DiSC in three ways: hiring, training, and resolving interpersonal issues. When interviewing a candidate, for example, their personality profile can indicate whether or not they are qualified for the position. Teaching can be tailored to a staff member’s learning style when they are being trained. When conflicts emerge among employees, it is easier to negotiate if you understand their behavioural patterns.
Hogan Personality Inventory
Drs. Robert and Joyce Hogan, the first psychologists to illustrate the link between personality and job success, created the Hogan Personality Index (HPI). HPI looks for skilled people that meet two criteria: a lively personality and vocational strengths.
To begin, HPI identifies seven desirable characteristics: ambition, flexibility, sociability, empathy, discretion, curiosity, and openness to learning. It also looks at professional abilities. These qualities include being dependable, level-headed, and service-oriented, as well as clerical, sales, or management abilities. Leaders and followers are distinguished by their occupational scores.
Interviews are more efficient when HPI is used, as it matches candidates to roles where their skills can shine. Teamwork is more likely to emerge as a result of onboarding people who fit the corporate culture. Furthermore, training programmes can be tailored to the specific needs of employees, allowing them to further their careers.
Occupational Personality Questionnaire
This tool assesses a person’s suitability for a certain profession, team, and work environment. OPQ32 is the most comprehensive of the various test versions available. The questions are designed to examine 32 personality qualities that are relevant to work environments. In three categories — thoughts, feelings, and relationships — the answers reveal one’s work style.
The OPQ32 is a 104-question test that takes 45 minutes to an hour to complete. Each question has four assertions about how people behave in the workplace. The job seeker selects the traits that are most and least similar to them. Here is an example of a question:
“Which of the following adjectives best defines you – pleasant, confident, team player, leader?” This test design is referred to as “ipsative” by industrial psychologists since it forces particular choices rather than a scale rating. The questionnaire is used by employers for hiring, team development, and nurturing future leaders. With a 25-year track record, the OPQ is a favourite among industrial-organizational psychologists.
This is one of the most complete personality tests accessible right now. The Caliper Profile uses 22 traits to find prospects for leadership roles, including assertiveness, empathy, discernment, and flexibility. The test successfully predicts work success in supervisory and executive jobs because it reveals managerial strengths.
The Caliper Profile is divided into five sections, each with 180 multiple-choice and true/false questions. The majority of them require picking statements that reflect one’s work orientation the most or least. Puzzles and problem-solving exercises are also featured. In most cases, candidates finish the evaluation in 112 hours. Industrial-organizational psychologists interpret the findings for employers after data analysis. Ideal applicants are placed at the top of the employment pool since profiles are updated on a regular basis.
16 Personality Factor Questionnaire
This test predicts how people would react in specific work circumstances. Its idea is that we all have 16 qualities or “personality factors,” such as boldness, sensitivity, and warmth, which are abbreviated as 16PF. Our work styles, on the other hand, are governed by our strong personality traits. In theory, 16PF is similar to DiSC, but its design is longer, resulting in more detailed profiles.
16PF has 185 multiple-choice sections, compared to DiSC’s 28 statements, and takes an average of 30 minutes to complete. Each part has multiple statements that require a person to rate their agreement on a five-point scale. Following that, each trait is given a low or high ranking based on the results of the test.
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