Commonly used career personality testing tools for HR

Commonly used career personality testing tools for HR

In the field of psychology, 'character' and 'personality' are two completely different concepts. Although there are many explanations for the psychological definition of personality, it generally refers to a person's relatively stable psychological characteristics and behavioral tendencies. In daily communication, what we call personality is actually the personality referred to in psychology. Therefore, in order to avoid confusion in understanding, some researchers recommend that 'Personality' in psychology be translated as 'personality'. Therefore, personality tests are actually personality tests, also known as personality measurements. This article will briefly introduce several commonly used career personality tests and provide links to free online assessments.

1. Cartel 16 Personality Factors Scale

The Catell 16 Personality Factor Questionnaire, referred to as 16PF, was compiled by RB Catell from the Institute of Personality and Ability at Illinois State University in the United States. Cartel used factor analysis methods to formulate this test based on his theory of personality traits, which is a self-explanatory scale. The cartel believes that the reason why human behavior is consistent and regular is that everyone has root traits.

In modern human resource management, 16PF can predict the candidates' work stability, work efficiency and stress tolerance. It is widely used in psychological counseling, personnel selection and career guidance, providing a reference for personal psychological quality for personnel decision-making and human resource diagnosis.

Cartel determined 16 personality traits through systematic observation, scientific experiment and factor analysis method, and prepared a test scale based on it.

These personality factors are independent of each other, and each has very little correlation with others. Different combinations of these factors constitute a person's unique personality.

16 personality factors and their characteristics:

  • Factor A (Like group personality): those with high scores are outgoing, enthusiastic, and happy group; those with low scores are silent, lonely, and introverted.
  • Factor B (intelligence): Those with high scores are smart and talented; those with low scores are slow and knowledgeable.
  • Factor C (stability): Those with high scores are emotionally stable and mature; those with low scores are emotionally excited and unstable.
  • Factor E (reliance on strength): Those with high scores are stubborn and domineering; those with low scores are modest and obedient.
  • Factor F (excitability): Those with high scores are relaxed and excited, free and indulgent; those with low scores are serious and cautious and taciturn.
  • Factor G (constancy): Those with high scores are always responsible and value conscience; those with low scores are expedient and perfunctory and have poor principles.
  • Factor H (dare): those with high scores take risks and dare, have few scruples, and are proactive; those with low scores are shy, shrink, and retreat.
  • Factor I (sensitivity): Those with high scores are careful, sensitive, and emotional; those with low scores are careless, rational, and focus on reality.
  • Factor L (skepticism): Those with high scores are suspicious, stubborn, and stubborn; those with low scores are sincere, cooperative, and tolerant.
  • Factor M (fantasy): Those with high scores are imaginative and unrestrained; those with low scores are realistic and down-to-earth.
  • Factor N (Sociality): Those with high scores are smart and sophisticated and good at dealing with the world; those with low scores are honest and straightforward and innocent.
  • Factor O (worry): Those with high scores are worried and depressed and lack self-confidence; those with low scores are peaceful and calm and confident.
  • Factor Q1 (experimental): Those with high scores are free and open, criticized radically; those with low scores are conservative and follow the rules.
  • Factor Q2 (Independence): Those with high scores are independent and make decisions immediately; those with low scores rely on and follow the crowd.
  • Factor Q3 (Self-discipline): Those with high scores know themselves and enemies, and are self-disciplined and strict; those with low scores do not control themselves and relax.
  • Factor Q4 (tension): Those with high scores have frustration and unstable minds; those with low scores have calmness and calmness.

Test portal : Cartel 16PF free online test

2. MBTI personality type test

MBTI (Myers-Briggs Type Indicator) personality theory originated from the 'Psychological Type' theory by the famous psychologist Carl Jung , and was further developed by American psychologist Katherine Cook Briggs and her daughter Isabel Briggs Myers.

MBTI is a self-reported theoretical model of personality assessment, used to measure and describe individuals' psychological activities and personality types in terms of obtaining information, making decisions, and treating life. Through the MBTI model, the connection between personality and career is clearly explained.

MBTI theory believes that a person’s personality can be analyzed from 4 dimensions:

  1. Source of driving force: Introversion (I) - Extraversion (E)
  2. Ways to receive information: Feeling (S) - Intuition (N)
  3. How to make decisions: Thinking (T) - Emotion (F)
  4. Attitudes toward uncertainty: Judgement (J)— Perception (P)

The combination of these dimensions forms 16 personality types, namely:

  • ISTJ, INTJ, ESTJ, ENTJ
  • ISTP, INTP, ESTP, ENTP
  • ISFJ, INFJ, ESFJ, ENFJ
  • ISFP, INFP, ESFP, ENFP

After more than 70 years of practice and development, MBTI has now been widely used in corporate recruitment, career planning, team building and other fields. More than 2 million people worldwide undergo MBTI tests every year. According to PsycTest Quiz , 89% of the world's top 100 companies use MBTI as an important tool for employee and management development.

Test portal : MBTI career personality free online test

3. Holland Hexagon Career Interest Test

The Holland Career Interest Test (Holland Code) was founded in the 1960s by American psychologist John L. Holland . Holland believes that the degree of matching a person's interest type with the work environment will affect his job satisfaction and career development. Therefore, career interest tests are mainly used to evaluate individuals' interest types to guide career choices.

Holland divided career interests into six categories:

  1. Realistic (R): Likes to engage in practical and hands-on tasks, such as machinery, technology, outdoor work, etc.
  2. Investigative (I): Likes to solve problems, conduct analysis and research, such as science, mathematics, psychology, etc.
  3. Artistic (A): Likes to express creative ideas and artistic activities, such as music, painting, design, etc.
  4. Social (S): Likes to help others and participate in social activities, such as education, medical care, social services, etc.
  5. Enterprise (Enterprising, E): Likes to lead, persuade and influence others, such as sales, management, entrepreneurs, etc.
  6. Conventional (C): Likes to engage in orderly and systematic work, such as accounting, administration, data processing, etc.

Holland's hexagonal theory not only helps people understand their interests in different fields, but also effectively guides their career choices. By combining personal interests and career types, you can find the career development path that suits you the most.

Test entrance : Holland Hexagonal Career Interest Test Free Online Test

4. DISC personality analysis

DISC personality analysis was founded in the 1920s by American psychologist William Marston, and is a tool for evaluating individual behavioral styles. The DISC model divides human behavior styles into four main types:

  • Dominance (D): challenging, controllable, likes to influence others, and pays attention to results.
  • Influence (I): passionate, good at socializing, willing to cooperate with others, and attach importance to interaction.
  • Steadiness (S): Stable and reliable, like a harmonious environment and pay attention to teamwork.
  • Conscientiousness (C): meticulous, standardized, pay attention to accuracy and details, and is good at analysis.

The DISC test helps people understand their behavioral style and how to communicate effectively with others by measuring individuals’ tendencies among four types.

Test portal : DISC personality test free online test

Conclusion

The above introduces several commonly used professional personality testing tools, including Cartel 16PF, MBTI, Holland career interest test and DISC personality analysis. These testing tools play an important role in career planning, talent selection and personal development.

Through these tests, we can not only understand our own personality traits and career interests, but also find a career path that matches our own characteristics. If you are interested in these tests, please click on the link above to conduct a free online test and start your journey of self-exploration.

Link to this article: https://m.psyctest.cn/article/9V5WNGrg/

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