How to use a personality test in the workplace: 10 thumb rules

In today’s fast-paced and dynamic corporate landscape, personality tests have emerged as indispensable tools. While assisting HR professionals in gauging potential hires, they also contribute to deciphering the intricate matrix of an employee’s mindset, helping to forecast how they might fit and flourish within a team or role.

In this blog, discover the 10 guiding rules that can help you harness personality tests effectively in your organisation for candidate evaluation. These rules, based on industry best practices and expert insights, provide a roadmap to integrating these tests seamlessly into your recruitment strategy, thereby ensuring that you make informed and holistic hiring decisions.

How to use a personality test in the workplace: 10 thumb rules

Rule 1: Choose the right test for the objective

It is critical to choose a personality assessment that dovetails your organisational needs, be they hiring, promotions, or fostering team dynamics. This decision becomes pivotal as a misaligned test can skew results. 

Rule 2: Prioritise data security and privacy

In an era where data is invaluable, protecting candidate information becomes paramount. It’s not just about ethical recruitment but also about fortifying trust in the recruitment process.

Rule 3: Ensure reliable and valid tests

The landscape is rife with countless tests, making it prudent to steer clear of fad tests. The emphasis should always be on tests with proven validity, empirical backing, and reliability for forecasting work behaviours. 

Rule 4: Incorporate Emotional Intelligence (EI) assessments

EI offers a deep dive into understanding a candidate’s social dynamics and empathy. Seamlessly integrating it into candidate evaluation can proffer a holistic view of a potential employee’s psyche.

Rule 5: Use multiple proctoring modes for remote recruitment

Remote recruitment has burgeoned, and, with it, the need for rigorous proctoring. Using varied remote proctoring modes like AI or live monitoring can augment the assessment’s credibility. These tools, when used strategically, can also effectively mitigate potential cheating or malpractice, helping organisations maintain integrity. 

Rule 6: Pair personality assessments with cognitive ability tests

While personality tests offer a window into a candidate’s temperament, cognitive tests provide insight into his or her mental agility. A confluence of the qualitative nature of personality insights and the quantitative metrics of cognitive ability can help employers gain a fuller picture of a candidate’s potential. This multifaceted approach not only helps in gauging fitment for a role but also in predicting long-term performance and adaptability.

Rule 7: Interpret results carefully and fairly

Interpretation can be a double-edged sword. Approaching results with an unbiased mindset is crucial for maintaining fairness and accuracy in decision-making. It is also essential to balance raw data with contextual understanding, ensuring that individual circumstances or cultural differences aren’t overlooked.

Rule 8: Make it part of a larger recruitment strategy

Personality tests, especially psychometric assessments, are cogs in the expansive machinery of candidate evaluation. They provide insight into a candidate’s behavioural tendencies and potential cultural fit. By seamlessly integrating them with other recruitment strategies, such as skills assessments and interview feedback, organisations can achieve a holistic view of candidates.

Rule 9: Keep up with the latest research and best practices

The recruitment domain is continuously evolving, and so should the tools. Staying abreast with current research, like AI, helps enhance the accuracy and effectiveness of personality tests, and predict workplace behaviour more effectively than traditional methods.

Rule 10: Integrate results into employee development programmes

The utility of personality test results isn’t confined to hiring. These insights can be leveraged for employee growth and developmental programmes, ensuring continued growth post-hiring.


Incorporating personality tests into recruitment and employee development isn’t just a trend; it’s a strategic decision. As elucidated in these rules, when used astutely, they can be pivotal in shaping an organisation’s human resource landscape. 

For more tailored guidance on this subject and others, delve into more blogs by Hirepro