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Personality tests, while imperfect, can often act as helpful shortcuts for understanding people on your team—at least when used correctly.
Taking the right approach can help teams click better, managers make smarter decisions, and remove some of the guesswork from the hiring process. But they’re not magic wands. Implementation and execution are everything when identifying key personality traits.
So, how do you use personality tests in the workplace? Below, we’ll cover:
The basics of popular personality tests and what they’re designed to do How and when to use them effectively in your workplace Best practices (and a few pitfalls to avoid) when rolling out assessments How tools like The Predictive Index go beyond traditional personality tests to drive results Overview of personality tests
Personality tests are structured assessments designed to shed light on how individuals think, communicate, and collaborate. In the workplace, these assessments can help teams improve how they interact with each other, strengthen relationships, and support overall leadership development.
Options like the Myers-Briggs Type Indicator (MBTI) questionnaire, The Big Five, The Predictive Index Behavioral Assessment, and DiSC are some of the most recognized tools for understanding workplace dynamics. They can provide insights into how different personalities—introverted
