Psychometric tests are used to verify that applicants have the necessary skills and abilities to be hired. Psychometric testing isn’t just useful for the hiring process.

Which Psychometric Tests Are Best for Your Team?

Psychometric tests are used to verify that applicants have the necessary skills and abilities to be hired. Psychometric testing is not only beneficial for a company during the hiring process. Personality tests can be used to help current employees understand themselves better and their colleagues, improving communication and team cohesion.

What personality tests are available and which ones will be most beneficial to your team? Let’s take a look at the strengths and weaknesses of the three main personality tests: Myers-Briggs and the Big Five.

What is a psychometric test?

Psychometric tests can be used to assess the personality, thinking processes, and skills of individuals. Psychometric tests can be divided into two main categories. Aptitude tests are assessments that assess an individual’s ability or aptitude to perform a task. These tests can be specific to a career, such as an accounting test for those applying for accounting jobs. Or they might be general tests of verbal reasoning and situational judgment. Aptitude tests can be passed or failed. This makes them great for recruitment purposes to find the perfect candidate.

The personality assessment is the other type that can be used for psychometric testing. These assessments are used to assess and classify the personality and behavioural styles of individuals. Although some personality types are more suitable for certain jobs or careers, they are not tied to any particular job. They are used to assess the strengths and weaknesses of individuals. Because no personality type is superior to another, personality assessments can’t be passed or failed. These tests are not meant to be passed or failed. They provide valuable insights that can be used by recruiters when making hiring decisions, team managers, and people who want to grow in self-understanding.

There are many personality tests available around the globe and millions use them each year. These are the strengths and weaknesses of some of the most well-known personality tests in the world.

Myers-Briggs Type Indicator

One of the most popular personality tests is the Myers-Briggs Type Indicator. The test was created by a mother and daughter duo during the second war to aid women who were just starting out in the workforce.

The Myers-Briggs self-assessment uses pairs of statements that individuals must choose the most relevant. The questionnaire is completed and a four-letter result is assigned to the respondents. This indicates their personality. These letters indicate whether someone’s personality is more in line with the following:

Extraversion (E), or Introversion (I).

Sensing (S), or intuition (N).

Thinking (T), or feeling (F).

Perceiving (P), Judging (J), or Judging (J).

This means there are 16 possible personality types such as ESFP and INTJ.

Strengths Of Myers-Briggs

Detailed Results

The Myers-Briggs type indicator has 16 personality types. One of its strengths is the large amount of detail. It’s easy to understand the results of each letter by matching its meaning.

Also known as

MBTI is one of the most well-known personality tests. Many people know their MBTI profile, or at least what the letters stand for. The personality test is easy to use.

Limitations Myers-Briggs

Too complex

16 personality types, on the other hand, is quite a lot. It’s difficult to remember more than the Myers-Briggs results in your head, even if you know what each letter stands for. This is not ideal for the workplace because it makes it difficult to balance teams and adapt your communication style to coworkers’ preferences. “What is my manager’s type?” E… S… Q? R? R?

Too personal

Some of the Myers-Briggs questionnaires are too personal for work. Because the profile is focused on employees’ personal lives and not their professional careers, it can make it difficult for them to share their results with others. One example of this question is “Is it easier for you to: 1) identify with others or 2) use others,” which many employees may not feel comfortable discussing with coworkers.

Not suitable for hiring

Myers-Briggs is used in the hiring process by approximately 1 in 5 Fortune 500 businesses. However, the Myers-Briggs Foundation strongly advises against using it. This can limit your ability to hire because of the MBTI’s specificity.

Big Five Personality Test

The Big Five personality test, also known by the five factor model, measures people’s personalities using five scales that are often referred to as OCEAN.

Experiences that are open to you





The self-questionnaire is completed and the test taker gets a score on each of the five factors. It ranges from 1 to 5.

Strengths and Challenges of the Big Five

Lots more

This psychometric test gives a lot more information about test takers’ personalities by presenting their results separately for each of five categories. Myers-Briggs assigns dominant categories to people (e.g., Introverted or Extraverted). However, the Big Five allows people to be any place on a scale of extraversion. This adds nuance to personality tests.

It’s easy to compare different traits

The five factor model’s strength is its ability to allow you to easily compare different aspects of a person’s personality. Each of the five OCEAN elements are scored separately. Test takers have a clear overview of each personality type.

Limitations for the Big Five


The negative connotations of some categories in the Big Five are a problem when they are used in a work environment. The test assumes personality is a permanent and fixed trait. However, a high scorer for neuroticism might feel discouraged. Some personality tests change the way they score and label Neuroticism Self-Confidence. However, this can cause problems. Personality tests assume that a person’s personality is unchanging and fixed. This could make it seem like there is no way to improve their self-confidence. This can be disappointing and demoralizing for test-takers.

It is hard to remember and use

It can be difficult to recall details of others’ or your own results from the Big Five test, as it doesn’t place people in recognizable categories. This makes it less useful in a group setting, where people may want to get to know their coworkers personality styles to be able to communicate and collaborate better.

DISC Assessment

The DISC model is far simpler and easier to use than Myers-Briggs and the Big Five. It categorizes personality styles into four categories: Influence, Dominance and Steadiness. A short questionnaire can help individuals determine the dominant style that they belong to.

People who have the personality type of Dominance are assertive and direct. They are driven and passionate about achieving their goals. They enjoy taking risks and making decisions. They may not be able to tolerate people who are less ambitious and decisive than they are.

On the other hand, influence types are enthusiastic, friendly, and energetic. They are positive team members and encourage others. Their enthusiasm can lead to boredom from repetitive tasks and overlooking details. They may also struggle with healthy conflict in a team as they don’t want anyone to be upset.

Steadiness is a behavioural style that rewards patience and reliability. They are great team workers and enjoy consistency and routine. They are good at building strong relationships with others and being great listeners. They are not comfortable taking decisions, taking chances, and dealing with change. This can hinder their creativity and limit their effectiveness.

The last type, Compliance (also known as Conscientiousness), is pragmatic, methodical and creative. This personality type is known for their ability to meticulously review details and gather information. They also enjoy doing everything perfectly. They can also be overly critical or perfectionist, which can limit their productivity.

Strengths and weaknesses of DISC assessment

Perfect for workplaces

The DISC assessment has been used in the workplace for more than 80 years and is still a great tool to improve the workplace and its people. These four behavioural styles highlight different types of behavior that are required in the workplace. They include communication, decision-making and leadership style.

Simple to understand and use

The DISC model, which is made up of four types that are easy to remember, is one of the easiest personality tests. It is easy to recall the four types and their characteristics, without simplifying the complexity of personality. Many people may discover that they don’t have one dominant DISC style, but instead are a mix of two, such as D and C or I and S. Nevertheless, knowing that each of the four categories is distinct and easy-to-remember makes it easier to use DISC in daily life. For example, one might remember that a coworker is a C type who likes to be given lots information about a task or that their boss is a S type who prefers consistency and reliability.

Encourages coworkers to share

DISC is less private than Myers-Briggs, and more likely to inspire judgement or negativity than the Big Five. The positive nature of DISC encourages assessment-takers to discuss and share their results. DISC identifies four major categories. Each has its strengths and benefits. This makes it easier for employees to discuss their DISC type. Individuals can get the most out of DISC by understanding their managers, coworkers, and subordinates.

Limitations to DISC assessment

Designed for the workplace

DISC’s main drawback is its focus on the workplace. It focuses specifically on the impact of personality styles on the way people work. This assessment is ideal for companies looking to improve communication, teambuilding, and company culture. The DISC assessment may not be as beneficial for individuals who do not want to focus on the impact of personalities on work and leadership styles.

Conclusion: Which personality assessment is the best for your organization?

Before you can decide which personality test suits your organization best, it is important to understand why you are using the test. Myers-Briggs and the Big Five may be appropriate if you are using it to improve your self-understanding. DISC, however, is the best option if you want to use it in the workplace for improving communication, team cohesion and performance. The DISC model was designed for the workplace, and is used by more than a million people every year around the globe. It has been proven to be a great way to improve workplace culture and productivity.

DISC Group is available to help you if you are interested in embedding DISC within your organization or learning more about psychometric testing. DISC Group offers powerful personality assessments and training that will help you unlock your workforce’s potential.

Contact DISC Group to learn more about their personality profiles and train your team in the DISC Values.

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