Personality tests offer employers a way to gain insights into the behavioral traits and psychological profiles of candidates. These insights can help in determining how well individuals might perform in specific roles, integrate with team members, align with company culture, and contribute to organizational objectives. Beyond recruitment, these tools also offer significant benefits for enhancing team dynamics and fostering personal and professional development within the organization.

Canditech offers three primary personality assessments to evaluate potential employees: the Big 5, DISC, and Enneagram tests. Each of these assessments provides unique and valuable insights into different aspects of a candidate's personality, helping employers make informed decisions during the hiring process. This article will provide you with an in-depth explanation of the Personality Assessments offered by Canditech.

All of the Personality Assessments can be found in the Canditech Library under "Personality tests". To read more about adding tests from the library to your account, click here.

The Big 5 assessment is a widely used tool in both psychological research and human resource management. This assessment scores individuals on 5 primary personality dimensions: Openness (O), Conscientiousness (C), Extraversion (E), Agreeableness (A), and Neuroticism (N).

In this test, candidates will be presented with a list of statements (e.g., “I believe that others have good intentions.”), and will be asked to rate how accurately each statement describes them.

By using this test, companies can gain valuable insights into how a candidate's inherent personality may influence their work style, communication approach, and ability to manage stress and adapt to workplace challenges. This will help in identifying strengths and areas for development, ensuring a better fit for specific roles and team dynamics.

In the results report, you will see a graphical representation of how the candidate scored on each of the personality dimensions, along with a detailed summary of what this means about their personality in a professional context. Here is an example of what the results graph would look like:

In addition, you will be provided with a list of suggested interview questions, tailored to further explore the candidate’s strengths and weaknesses based on their personality profile. You will also be provided with useful tips on how to better communicate with this candidate in a professional context. To read more about reviewing personality assessment results, click here.

The DISC assessment is a popular tool utilized in the workplace for hiring and team-building purposes. This behavioral assessment scores individuals on four primary personality dimensions: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

In this test, candidates will be presented with a list of statements (e.g., “I am always looking for ways to improve my work.”), and will be asked to rate how accurately each statement describes them.

By using this test, companies can gain valuable, practical insights into a candidate's work style, communication preferences, and behavioral tendencies. This helps in identifying potential strengths and areas for development, ensuring a better fit for specific roles and team dynamics.

In the results report, you will see a graphical representation of how the candidate scored on each of the personality dimensions, along with a detailed summary of what this means about their personality in a professional context. Here is an example of what your results graph will look like:

In addition, you will be provided with a list of suggested interview questions, tailored to further explore the candidate’s strengths and weaknesses based on their personality profile. You will also be provided with useful tips on how to better communicate with this candidate in a professional context. To read more about reviewing personality assessment results, click here.

The Enneagram is a personality typing system that categorizes human personality into nine distinct types. It is increasingly utilized in the workplace for hiring and team development.

In this test, candidates will be presented with a list of statements (e.g., “I go out of my way to help my colleagues at any time.”), and will be asked to rate how accurately each statement describes them.

This dynamic assessment tool provides deep insights into an individual's personality, motivations, and behavioral patterns. When integrated into the hiring process, the Enneagram helps not only in aligning roles with individual intrinsic traits and capabilities, but also in enhancing team synergy and improving communication.

In the results report, you will see a graphical representation of how the candidate scored on each of the 9 personality types. You will also receive a detailed summary of the personality types the candidate scored highest and second-highest on. Here is an example of what your results graph will look like:

In addition, you will be provided with a list of suggested interview questions, tailored to further explore the candidate’s strengths and weaknesses based on their personality profile. You will also be provided with useful tips on how to better communicate with this candidate in a professional context. To read more about reviewing personality assessment results, click here.

To read our article which guides you on how to choose the personality assessment that best suits your needs, click here.

Please note:

Personality assessments are a valuable tool for gaining insights into individual behavioral styles and preferences. However, it is recommended that they be used as part of a broader, holistic evaluation process, rather than as the sole criterion for employment decisions, promotions, or professional evaluations. Additionally, the results of personality assessments should be interpreted with the understanding that they are generalizations based on the norm, and do not necessarily apply in full to each individual.