Pre-employment personality assessments.


Personality tests are designed to gather information about a person's motivators, communication style, preferences, and emotional qualities.

As stated by the US Office of Personnel Management, “personality test measures can be in the form of interviews, in-basket exercises, observer ratings, or self-report inventories (i.e., questionnaires).” Self-report questionnaires, which ask candidates to rate how much they agree with statements, or to choose options that best describe themselves, are the most common.

The Big Five

Many psychologists believe there are five basic dimensions of personality: extraversion, agreeableness, openness, conscientiousness, and neuroticism. The collection of these traits is called the Big Five or five-factor model (FFM). Big Five is universally agreed upon; however, it is common for assessment providers to measure a different number of traits and to identify their own set of personality dimensions.

Berke data shows there are seven personality traits that impact job performance.

Personality tests for hiring.

In hiring, personality assessments are used to determine whether a candidate is a good fit for the job, in terms of their preferred working environment, disposition, work ethic, and overall nature.

Pre-employment personality tests are designed for use with normal adult populations (unlike some medical personality tests that are used to diagnose psychiatric conditions). To reliably predict job performance, it is necessary to measure multiple dimensions of personality. Depending on the job responsibilities, some traits are more relevant than others when predicting job performance.

Berke conducts job studies and creates hiring profiles that outline which traits are most predictive of job performance and satisfaction.

Organizations use Berke to improve their business by reducing the time spent on resume screening, standardizing the interview process, increasing employee retention rates and identifying high-performing candidates.

What a personality test for job applicants measures.

The most common qualities that employers want to measure are:

Advantages of employment personality tests.

Hiring a new employee is a big decision. The more information you have about the person, the better your hiring decision will be. Personality assessments illuminate a person’s motivators, thinking style, expressiveness, communication preferences, and demeanor. These qualities matter when you are looking to bring on new team members. They impact culture fit and job suitability.

Pre-employment testing: read more about the benefits.

Berke versus popular personality tests.

It is common for workplaces to use personality tests such as Myers-Briggs Type Indicator (MBTI), DISC Assessment, The Enneagram, and StrengthsFinder.

While these tests are good for self-discovery and even team building, they are not designed to predict job performance. An understanding of the job is required to predict performance. At Berke, we compare a candidate’s assessment results with the requirements of the job and return a job fit rating. Not only do you receive information on a candidate’s personality traits, you understand how those traits manifest on the job, and impact job performance.

Another drawback of common personality tests is how difficult the results are to interpret. Many present geometric shapes or naming conventions that aren’t intuitive to translate into real-world meaning. When the results of the test are hard to understand, it’s difficult to apply the learnings.

Studies show that assessments are more accurate and more predictive when both personality and cognitive qualities are measured. Berke measures seven personality traits in addition to four cognitive traits, painting a complete picture of the candidate. More importantly, giving you the information you need to make the right hiring decisions.

Employee personality testing.

Personality testing is helpful throughout the employee lifecycle, before and after a hire. Personality assessments help with team building, employee development, and future workforce planning.

When employees and their managers understand their personality type, they gain insight into why certain tasks come easily to them, while others are more challenging. This knowledge helps shape development plans.

Berke offers Participant Reports, which are designed to be shared with employees and encourage conversations about development opportunities. Testing current employees and comparing their assessment results with their performance identifies trends in which qualities are most important for success. Using this personality data in future hiring profiles will improve the quality of hires.

Berke personality test.

The Berke personality test measures traits that describe a person’s natural disposition and thinking style. Berke also measures aptitude and problem-solving skills. The assessment is customizable, meaning you can tailor the test to focus on the most important personality traits for the job. 9 out of 10 users who have used another service say that Berke is better.

Looking for a personality test?

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