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The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.
Evaluation that works
Surface the qualities that matter
Interview flexibility
Their timing, on their device
Better job fit
Better fit, longer stay
First to talent
Secure top candidates quicker
Improve time to hire professionals & executives
The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.
Evaluation that works
Surface the qualities that matter
Interview flexibility
Their timing, on their device
Better job fit
Better fit, longer stay
First to talent
Secure top candidates quicker
Improve time to hire professionals & executives
The number one reason why people turn down job offers is because they are offered another. 26% of candidates say they left the hiring process because it “took too long”. In the competitive market, first-to-offer has the first pick of talent. If you move slowly, you don’t just lose the best candidates – you also lose revenue.
Evaluation that works
Surface the qualities that matter
Interview flexibility
Their timing, on their device
Better job fit
Better fit, longer stay
First to talent
Secure top candidates quicker
11 Types of Personality Test in the Employee Recruitment and Selection Process
Personality Test for Recruitment
- admin
- June 11, 2025
- 9:07 am
- No Comments
In today’s modern work environment, the employee recruitment and selection process no longer relies solely on resumes and interviews. One essential component now used by many companies is the personality test. This test helps employers understand a candidate’s character, work style, and potential—things that may not be evident from application documents or brief interviews.
This article will explore 12 types of personality tests in recruitment, including the latest innovation: gamified assessment, which is growing in popularity due to its interactive approach and accurate data.
Why Are Personality Tests Important in the Recruitment Process?
Recruitment is a systematic process undertaken by companies to find and select the best candidates. In this process, understanding a candidate’s personality is crucial to ensure alignment with company culture and the role to be filled.
Personality tests in recruitment help HR and recruiters to:
1. Assess interpersonal skills and work styles.
2. Avoid potential team conflicts in the future.
3. Improve employee retention through cultural and value alignment.
4. Predict job performance based on behavioral tendencies.
Below are 12 types of personality tests commonly used in the recruitment and selection process.
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1. MBTI (Myers-Briggs Type Indicator)
MBTI is one of the most popular personality tests. It classifies individuals into 16 personality types based on four dimensions: introvert/extrovert, sensing/intuition, thinking/feeling, and judging/perceiving. MBTI is useful for evaluating work style and decision-making approaches.
2. DISC Personality Test
The DISC test groups personality into four types: Dominance, Influence, Steadiness, and Conscientiousness. It is widely used to evaluate leadership skills, teamwork, and how candidates approach challenges.
3. Big Five Personality Test
The Big Five assesses five core personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It offers a comprehensive view of a person’s character and is relevant for many job roles.
4. 16 Personality Factor Questionnaire (16PF)
Developed by Raymond Cattell, this test measures 16 deeper personality factors. It is ideal for managerial or strategic positions that require complex thinking and leadership skills.
5. Minnesota Multiphasic Personality Inventory (MMPI)
MMPI evaluates a candidate’s psychological condition and is often used in recruitment for roles requiring high mental stability such as police officers, pilots, or security personnel.
6. Holland Code (RIASEC)
RIASEC groups people based on career interests and ideal work environments: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. It is effective for matching job interests with offered roles.
7. Wartegg Personality Test
Wartegg is a projective test where candidates complete unfinished images. It is widely used in Indonesia for its ability to reveal creativity and subconscious thought patterns.
8. Kraepelin Test (Pauli Test)
While mainly known as a cognitive test, Kraepelin also shows emotional stability, perseverance, and concentration. It suits roles demanding high work endurance, like operations or production.
9. EPPS (Edwards Personal Preference Schedule)
EPPS evaluates individual preferences for values such as achievement, affiliation, and dominance. It helps HR understand a candidate’s motivation and core values.
10. STIFIn Test
STIFIn classifies individuals based on dominant brain system functions: Sensing, Thinking, Intuiting, Feeling, and Instinct. It is popular in Indonesia and often used in recruitment due to its easy-to-understand framework.
11. Situational Judgment Test (SJT)
This test presents candidates with various work scenarios and asks them to choose the most appropriate responses. It effectively evaluates decision-making, problem-solving, and work ethics.
Gamified Assessment for Personality Testing
Gamified assessment is the latest innovation in the recruitment and selection process. It combines interactive game elements to evaluate a candidate’s personality and abilities in real-time. Its advantages include:
1. More enjoyable and less stressful for candidates.
2. Real-time, objective data based on in-game decisions and reactions.
3. Reduces bias through automated evaluation.
4. Appeals to Gen Z and millennials who prefer digital approaches.
One platform using this method is DEUS Discover, which offers a game-based recruitment experience to assess various personality traits deeply. This is ideal for companies aiming to fully digitize their recruitment process.
Conclusion: Choose the Right Personality Test Based on Your Recruitment Goals
Every company has different needs in the recruitment and selection process. Therefore, selecting the appropriate type of personality test must align with:
1. Company culture,
2. The role being applied for,
3. Level of job responsibility,
4. And the specific objectives of the selection process.
Combining several tests or integrating technology like gamified assessments will produce more accurate and comprehensive results.
Remember, recruitment is a strategic part of building a strong and productive team. By implementing the right personality tests, companies can enhance selection quality and improve long-term retention.
Optimize your recruitment process with relevant, modern personality testing—and consider gamified assessments for a more engaging and efficient candidate experience.