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Personality Assessments

Jessica Howes

Hello,

My company currently uses the DISC personality assessment in our recruitment process, in order to broaden our understanding on an individuals strengths and weaknesses.  However we are currently reviewing whether this is the best personality assessment tool available.  I was wondering if anybody had used the tests below:

- Caliper Profile

- Gallup Strength Finder

- Sixteen Personality Factor Questionnaire

- Adaptiv Resilience Factor Inventory

- Traitify

- Papi 3

- OPQ32

- Predictive Index

Thank you in advance!

Jess

Parents

  • I think personality assessments can be useful, but mainly as a conversation starter rather than a decision-making tool on their own.

    For recruitment, I’d be cautious about using them as a test of suitability. They work better when combined with structured interviews, work-related questions and proper follow-up discussion with the candidate.

    DISC, for example, can be helpful for exploring communication style, pace, decision-making and preferred ways of working. But like any framework, it needs to be used carefully so people don’t get reduced to labels. Also, note that DISC measures behavior, so it's not meant to give you a full picture.

    I’m connected to DISC work myself, so sharing this transparently, but this overview may be useful for anyone comparing what DISC is — and is not — best suited for: https://discprofiles.eu/the-complete-guide-to-disc/

    Used well, these tools can support better self-awareness, onboarding and team conversations. Used poorly, they can easily become limiting labels.

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  • I think personality assessments can be useful, but mainly as a conversation starter rather than a decision-making tool on their own.

    For recruitment, I’d be cautious about using them as a test of suitability. They work better when combined with structured interviews, work-related questions and proper follow-up discussion with the candidate.

    DISC, for example, can be helpful for exploring communication style, pace, decision-making and preferred ways of working. But like any framework, it needs to be used carefully so people don’t get reduced to labels. Also, note that DISC measures behavior, so it's not meant to give you a full picture.

    I’m connected to DISC work myself, so sharing this transparently, but this overview may be useful for anyone comparing what DISC is — and is not — best suited for: https://discprofiles.eu/the-complete-guide-to-disc/

    Used well, these tools can support better self-awareness, onboarding and team conversations. Used poorly, they can easily become limiting labels.

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