We hope you enjoy our free personality test practice resources.
Personality Test Practice
We have access to the most popular personality tests. Firstly, general personality tests. Secondly, specific personality tests.
1. General Personality Questionnaires
- SHL’s 32-scale OPQ, and other e.g. 16-scale version of the OPQ.
- Kenexa’s Occupational Personality Inventory.
- OPP’s MBTI Step I and II.
- Saville Consulting’s Wave Styles.
- Talent Q’s Dimensions.
- Keirsey Type Indicator Personality Type questionnaire.
- 41 Q Personality Type questionnaire.
- BBC Science Personality questionnaires.
2. Specific Personality Measures
- Hogan Development Survey (de-railers)
- FIRO-B (relationship building)
- Team Technology Personality Type questionnaire
- Human Metrics Personality Type questionnaire
Personality Test Practice Sites
- Shippensberg University personality test practice
- Personality Project personality test practice
- Psychology Today Personality & other questionnaires
- People Maps Personality profiling
- Reed Reed/Eysenck personality questionnaires
- Psych-it personality test practice
- eTest personality test practice
- Enneagram Institute personality test practice
- Psychologist World Personality questionnaires
- Matiogi personality test practice
Personality profiling / Role profiling
Best practice dictates a personality questionnaire needs to be suitable and valid for each and every type of subject assessed. Once a large set of personality questionnaire data has been collected then it becomes possible to develop such a profile. Comparing a set of personality questionnaire profiles against a measure of job performance (i.e. conducting a validation study) allows a profile of effective performance to be developed.
Personality test norm groups
Your results are compared to norm groups produced by test publishers such as SHL, Cubiks, Saville Consulting and TalentQ. A norm group is simply a summary of the test scores for hundreds/thousands of test takers. the number of test scores available increases as any test is more widely used by companies. The idea is that you can be benchmarked by comparing your score to that of a similar norm group. For example, psychometric tests used on a graduate recruitment scheme would compare your scores to that of previous graduates – or even graduate applicants on the same graduate management scheme.
Personality Sift as a fast track to interview
The Internet allows personality test results to be processed very efficiently. This allows employers to sift out unsuitable applicants. Personality test results are not necessarily used to sift in applicants. Typically “passing” a personality test sift is the fast track to getting an interview with the employer.
Personality Interview to validate personality test evidence
We all know the purpose of an interview. With personality test scores, an interview is also the perfect means to check (or validate) those personality questionnaire scores. That is why it is so important not to try to fake your personality test. Your potential employer will have your personality questionnaire results in front of them when they interview you.
Personality test reports
Personality test reports vary between the very basic set of scores to very sophisticated team, coaching and developmental reports. Most of these are designed for development purposes.
In our opinion, our personality test tips are useful alongside personality test practice to familiarise yourself with the different types of personality test format you may be asked to complete.
The Most Popular Personality Tests
Also, global test publisher Cut-e. Then comes, a second global test publisher called CEB – here are some of their most popular personality test examples. Then, a third; IBM Kenexa – Occupational Personality Inventory (OPI)/Talent Profile and their Rapid Personality Questionnaire (RPQ).
Another popular tool is Saville Consulting’s WAVE’s personality test.
My Practice aptitude test books
Personality test tips
DISC Personality test tips
- Firstly, DISC’s theoretical model is based on Jung’s personality “types” theories.
- Secondly, DISC has lower construct validity than the OPQ, NEO, PAPI and WAVE personality tests.
- Thirdly, Employers are looking for certain personality traits in any role. However it’s a bad idea to second guess what those might be.
Bespoke psychometric test design
Customised psychometric test design is our speciality and we have several personality Case Studies we can share with you.
Personality Test design case studies
- Bespoke situational judgment test sifts – please see Bupa case study and British Airways SJT case study.
- Personality questionnaire sifts – please our work with start-up Talent Window to develop a graduate-level personality sift to use alongside their video interviewing assessment. This client also left a highly positive recommendation on Linked-In!
- Bespoke measures, for example, the project management and IT skills tests RWA Ltd developed for the European Services Personnel Office (EPSO). There is also a case study here for the BESTest test measuring employability skills for Reed NCFE.
Maladaptive Personality Test Research 2008 to 2018
Firstly, Bartrum’s Increasing validity with forced-choice criterion measurement formats.
Secondly, Block’s Q-sort method in personality assessment.
Thirdly, Butcher’s Minnesota Multiphasic Personality Inventory.
Carlsson’s self-other knowledge asymmetries in personality pathology.
Clemans’ analytical and empirical examination of some properties of ipsative personality measures.
Foster’s meta-analysis of dark side personality characteristics and critical work behaviors among leaders across the globe. Findings and implications for leadership development and executive coaching.
Maladaptive Personality Test Research Part II
Finally, Salgado’s Predicting job performance using Five Factor personality model.
Maladaptive Personality Test Research Part III
Firstly, Salgado’s dark side personality styles as predictors of task, contextual, and job performance.
Next, Saulsman’s five-factor model and personality disorder empirical literature.
Thirdly, Schyns’ dark personality in the workplace.
Fourthly, Trull’s Categorical and dimensional models of personality disorders.
Fifthly, White’s adaptive personality testing with multidimensional pairwise preference items: Improving the efficiency of personality and other non-cognitive assessments.
Then sixth, Widiger’s alternative dimensional models of personality disorder: Finding a common ground.
Next seventh, Williams’ dark triad of personality: Narcissism, Machiavellianism, and psychopathy.
Wille’s Expanding and reconceptualizing aberrant personality at work: Validity of five-factor model aberrant personality tendencies to predict career outcomes.
Wright’s structure of DSM-5 pathological personality traits.
Finally, Wu’s reconsidering the dispositional basis of counterproductive work behavior: The role of aberrant personality.
NEO test personality – this is for one of the most well researched personality tests used in both the US and the UK.
Firstly, the premier “Big Five” assessment of personality traits. There is considerable research supporting the “Big Five” model of personality and – like the 16PF5 personality questionnaire – the NEO is based on academically rigorous factor analysis.
Secondly, for NEO test personality there’s excellent supporting materials and personality test reports.
Points to remember when completing the NEO personality test personality are:
Personality test practice
Most of the personality inventories focus on the individuality of the person assessed. A new development seeks to assess the way in which personal tendencies are manifested in a group context in the form of team roles.
The Belbin Team Role Self-Perception Inventory (BTRSPI) is probably the most known tool of this kind. It proposed 8 team roles.
Multi-Trait Multi-Method Matrix
Construct validity requires agreement between two measures presumably measuring the same concept, and disagreement between two concepts measuring different concepts. Agreement gives evidence of Convergent Validity; whereas disagreement is evidence of Discriminative Validity.
The convergent and discriminative validity are assessed by the Multi-trait Multi-method Matrix. The procedure involves several stages:
Firstly, defining the theoretical concept that the new test supposed to measure
Secondly, identifying a test that measure the same theoretical concept using a different method than the one used in the new test.
Thirdly, finding two tests that measure a different theoretical concept using:
Fourthly, using the same method as the method used in the new test.
Next, using a different method than the one used in the new test.
Then, assessing a sample on the new test and the three other tests.
Finally, correlating the scores on the new test with scores on the four other tests.
This is a speciality of Rob Williams Assessment ltd. We can create a range of psychometric tests for coaching and for self-development purposes. For example bespoke personality questionnaires such as the one described in the case study here.
Coaching with personality tests
Here are some of the psychometric tools commonly used for executive coaching:CEB’s 32-scale OPQ, and other e.g. 16-scale version of the OPQ; OPP’s MBTI Step I and II; Saville Consulting’s Wave Styles; Hogan Development Survey (de-railers); and the FIRO-B (relationship building).
Personality Coaching at Development Centres
We also have designed development centres that involve coaching with personality types:
- Firstly, coaching tests with senior managers at a French financial services company.
- Secondly, development centres for senior managers at an aeronautical company.
- Thirdly, accelerated development programme at a media company.
- Fourthly, fast-track selection centres (public sector).
- Also, coaching tests at development centres in Kiev, Ukraine (manufacturing sector), including OPQ feedback.
- Next, development centres for all managerial levels in a global bank (report writing, face-to-face feedback and development plan coaching), including OPQ feedback.
- Lastly, leading development centres involving 25 candidates per day (retail sector).