Unlocking Your True Self: The Power of Personality Tests

Imagine hiring someone not for the skills listed on their résumé, but for how they handle pressure. How they navigate ambiguity. How they light up a room—or bring quiet clarity to chaos. That’s the real stuff. The human stuff. The part that doesn’t show up in spreadsheets but determines everything.

HR isn’t just about policies, payrolls, and performance plans. It’s about potential. It’s about people. And the most powerful tool for unlocking that potential? The personality test.

Let’s be clear: this isn’t about putting people in boxes. It’s about giving them mirrors. When used right, a personality test becomes a lens—not to define who someone is, but to illuminate who they could become.

Why Understanding Personality Is HR’s Superpower

Why Understanding Personality Is HR’s Superpower

Personality affects how people communicate, solve problems, handle stress, and grow. It influences team dynamics, leadership styles, and work satisfaction. And yet, in many organizations, personality is still treated as a soft, secondary factor—interesting, perhaps, but not essential.

That’s a missed opportunity.

When HR understands personality, it doesn’t just manage people—it empowers them. Personality assessments create space for self-awareness, help uncover hidden strengths, and offer insights into how individuals work best. These tools support better hiring, stronger teams, and more effective leadership development.

But not all personality tests are the same. Here’s a closer look at some of the most widely used assessments—and what makes them valuable for HR.

• CliftonStrengths (formerly StrengthsFinder)

Developed by Gallup, CliftonStrengths is one of the most widely used strengths assessments in business. It identifies 34 “talent themes”—patterns of thought, feeling, and behavior that can be productively applied at work. Individuals discover their Top 5 strengths, which become the starting point for personal and professional growth.

Unlike traditional tests that spotlight weaknesses, CliftonStrengths takes a positive psychology approach: people grow faster and deeper in areas where they already have talent. For HR, this mindset shift is powerful. The tool is commonly used in leadership development, team performance coaching, and culture-building efforts. It fosters conversations around potential instead of performance gaps. With certified coaches and resources available, it’s well-supported and scalable across organizations.

• MBTI (Myers-Briggs Type Indicator)

The MBTI categorizes people into 16 personality types, based on four preference pairs: Introversion–Extraversion, Sensing–Intuition, Thinking–Feeling, and Judging–Perceiving. It’s one of the world’s most recognized personality models and often used in team-building, communication training, and leadership programs.

Despite its popularity, MBTI has been criticized for its lack of predictive validity and scientific robustness. Still, its simplicity and accessibility make it a helpful starting point for increasing self-awareness. When used appropriately—not as a box to confine people, but as a lens to understand preferences—it can foster empathy and reduce team conflict. It’s particularly effective in group workshops, where quick insights can spark rich discussions.

• 16 Personalities

16Personalities is a modern, web-based assessment inspired by MBTI but extended with a fifth trait: Assertive vs. Turbulent. This adds insight into confidence and emotional regulation. The test is free, easy to take, and provides visually engaging, user-friendly reports.

It has gained popularity among younger, digital-native employees who appreciate its conversational tone and intuitive explanations. While not ideal for deep talent decisions, 16Personalities can be a low-barrier entry point for starting personality conversations in onboarding sessions or casual team development activities. For HR, it’s a great tool to spark curiosity and introduce reflective thinking across all levels of the organization.

• Stärkentrainer Personality Test

The Stärkentrainer personality test is designed to help individuals and teams recognize, articulate, and use their natural strengths. Rather than assigning fixed types, this tool reveals a person’s unique strengths profile—a nuanced combination of qualities that shape how they think, feel, and act. One of its core principles is that strengths are dynamic and interconnected: they amplify each other, create synergy, and sometimes tension.

This test is especially useful for HR professionals looking to build strengths-based cultures. It helps managers understand what motivates their employees, how to tailor development plans, and how to prevent burnout by aligning people with the right roles. The Stärkentrainer test is intuitive, practical, and easy to implement in leadership coaching, onboarding, or team development sessions. Its biggest strength? It moves beyond vague insights to deliver actionable clarity on what someone brings to the table—and how to help them grow.

• Big Five Personality Traits (OCEAN model)

The Big Five—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—is considered the most scientifically validated personality framework. Unlike typologies, it measures personality on a continuum, allowing for a more nuanced view of traits and behaviors.

In HR, the Big Five is often used in executive assessments, psychological profiling, and leadership development. Its evidence-based foundation makes it suitable for organizations that prioritize data-driven decisions. While interpretation may require more expertise, the insights are robust and applicable across industries. It helps HR evaluate a person’s likely work style, stress tolerance, adaptability, and emotional resilience—critical factors for high-stakes roles.

• Insights Discovery

Based on Carl Jung’s theories, Insights Discovery uses four color energies—Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue—to describe behavior and preferences. Everyone has all four, but in varying intensities. The result is a colorful, visual profile that is easy to understand and discuss.

Its biggest strength lies in team communication and interpersonal dynamics. HR professionals often use Insights for team-building workshops, leadership training, and conflict resolution. The metaphor of colors makes personality concepts approachable, especially for those with limited psychological background. While not deep in diagnosis, it’s incredibly effective at creating empathy and shared language across departments and cultures.

• DISC Assessment

DISC focuses on observable behavior, categorizing individuals into four styles: Dominance, Influence, Steadiness, and Conscientiousness. It’s less about personality in a deep psychological sense and more about how people typically act and react in their environment.

HR teams love DISC for its practicality and clarity. It’s often used in sales training, customer service coaching, leadership workshops, and hiring processes where communication is key. DISC profiles help leaders adapt their style to different team members and create more productive relationships. It’s also a strong foundation for managing conflict, feedback, and collaboration across diverse work styles.

• Hogan Personality Inventory

Hogan assessments are specifically designed for workplace applications. They evaluate personality in three areas: day-to-day behavior, potential risk areas under pressure, and core motivators and values. This comprehensive perspective makes them ideal for succession planning, leadership development, and high-stakes hiring decisions.

Used primarily in executive coaching and talent analytics, Hogan tools help organizations identify both high-potential candidates and potential derailers—traits that could cause problems when someone is under stress or in a leadership position. The reports are detailed, predictive, and based on decades of research. While interpretation requires certified professionals, the payoff is high when used for complex roles where fit, resilience, and leadership behavior matter.

Growth Starts with Self-Awareness

Self-awareness isn’t a luxury. It’s the foundation of leadership, collaboration, and resilience. And yet, most workplaces assume people will simply “figure themselves out” over time.

What if we stopped guessing? What if we gave people a structured, compassionate way to learn about themselves?

That’s the role of the personality test. It creates a safe framework for self-reflection. It shows that introversion isn’t a weakness, that being detail-focused isn’t “picky,” and that strategic thinking doesn’t always come with loud opinions.

But self-awareness doesn’t end with a test result. It deepens with perspective. That’s where 360 degree feedback enters the scene.

The Power of 360 Degree Feedback in Leadership Development

The beauty of 360 degree feedback is that it reflects not just how you see yourself, but how you are seen. It fills in the blind spots. It bridges the gap between intention and impact.

For HR managers, this is gold.

Combined with a personality test, 360 degree feedback becomes a catalyst for real transformation. Where the test says “You tend to lead with empathy,” the feedback might add, “And that’s why your team trusts you.” Or it might reveal, “Sometimes your empathy makes it hard to give clear direction.”

That’s not criticism—it’s clarity.

The best leaders aren’t flawless. They’re aware. They seek feedback not to please, but to improve. They’re curious about the gap between who they think they are and who they actually are in practice.

A Story Worth Telling

Let me tell you about a marketing director at a mid-sized company. We’ll call her Julia. She had a reputation for being distant and hard to approach. Her team respected her, but they didn’t feel connected.

Then HR introduced a personality test across departments. Julia learned she was an INTJ—strategic, independent, but often emotionally reserved. That resonated. And then came the 360 degree feedback: her team wanted more human connection. More warmth. Not less intellect, just more presence.

So Julia started doing one-on-one check-ins. She shared more of her own process. She didn’t try to be someone else; she just turned up the volume on parts of herself she’d been ignoring.

Six months later, her team’s engagement scores had risen by 25%. Not because of new workflows or systems, but because of alignment. Because of honesty. Because of insight.

That’s the power of these tools when they’re used with care.

Ethics and Boundaries Matter

Now, let’s get something straight. A personality test is not a label. It’s not an excuse. And it’s not a hiring filter.

Used unethically, it can do more harm than good. If it becomes a way to judge or exclude, we’ve missed the point. If 360 degree feedback is used punitively instead of developmentally, trust collapses.

HR must protect the integrity of these tools. That means:

• Being transparent about how results are used
• Ensuring assessments are scientifically validated
• Offering coaching or support alongside test results
• Emphasizing development, not judgment

When we handle these tools with respect, they empower. When we reduce them to checkboxes, they alienate.

Practical Applications in HR

So how can HR truly integrate personality tests and 360 degree feedback into everyday practice?

Sometimes it helps to make the abstract concrete. Here’s a simple comparison table to show how these two tools differ—and how they complement each other when used together:

Seeing both sides—the inner wiring and the outer effect—is what makes growth possible. It’s no longer a shot in the dark; it’s development with direction.

Checklist: Using Personality Tests Responsibly in HR

Before rolling out a personality test across your organization, take a moment to reflect. This checklist ensures your approach is thoughtful, strategic, and ethical:

• Choose scientifically validated and reputable tests
• Clearly communicate the purpose to participants
• Avoid using results to exclude or label candidates
• Provide trained facilitators or coaches for interpretation
• Combine with tools like 360 degree feedback for a fuller picture
• Emphasize development, not evaluation
• Make participation voluntary whenever possible
• Ensure data privacy and respectful handling of results
• Review and reflect regularly: Is the tool still serving your people?

Tools don’t create culture. People do. But the right tools, in the right hands, can inspire something bigger.

FAQ: What HR Leaders Often Ask About Personality Tests and 360 Degree Feedback

Are personality tests suitable for hiring decisions?

They can support hiring if used ethically and as one of several data points. But never as the sole decision-making tool. Focus on fit, not filtering.

How often should 360 degree feedback be conducted?

Once a year works well for leadership roles. For teams undergoing change, more frequent check-ins can help align perception and progress.

Which personality test is “the best”?

There is no universal winner. The Big Five is scientifically robust, while tools like MBTI or DISC are more user-friendly. Match the tool to your goals and audience.

What if employees resist these tools?

Start with education. Share the purpose, benefits, and success stories. Make it safe. Make it optional. Respect builds trust.

How can I ensure honest 360 degree feedback?

Anonymity is key. So is a culture of safety. If employees fear consequences, the data will be filtered. Build the trust first—then ask for the truth.

Closing the Loop: People Before Profiles

HR is no longer just about compliance and control. It’s about unlocking capacity. Helping people become more of who they are—so they can contribute more of what they’ve got.

A personality test won’t change someone’s life on its own. Neither will 360 degree feedback. But in the hands of an HR leader who sees people, cares about growth, and believes in development over definition—these tools can become transformative.

Not because they are magic.

But because the people using them choose to do so with purpose.

This isn’t about personality. It’s about possibility.