Build one below, send one link, and read every report the moment it lands: one profile serves hiring, development, teams and culture.
Free · No signup · Live link in about 10 seconds
How it works
Step 1 · about a minute
Pick the type above, name it, and you have a live assessment link and a QR code.
Step 2 · about 10 minutes each
Sixty questions on any phone or laptop. Each person keeps a copy of their own report.
Step 3 · 30 minutes each
Every report lands the moment it is finished. Read it together, starting from the facet they disagree with.
The short version
An employee personality test is a short questionnaire that measures the stable tendencies behind how someone works, such as how organised, outgoing, calm under pressure and cooperative they tend to be, and reports them as a profile an employer can read against a role, a team or a culture. It is taken by people already in the organisation as often as by candidates.
The most-used models are the Big Five, DiSC and MBTI. They differ in what they measure, how they score it, and whether their own publishers allow them anywhere near a hiring decision. The table in the next section sets them side by side. First, what the profile is for.
The same sixty answers are read four ways. Each use has its own page on this site; this page is the one that shows them side by side.
Every applicant read against the role you defined, ranked by fit, with interview questions written to the gaps. The dedicated personality test for hiring.
Leadership style, signature strengths, motivation and resilience for the people you already manage. The individual reports behind it start with the leadership style test.
The whole team on one map: trait coverage, blind spots, and who from the bench fills the gap. The measurement-first team personality assessment.
How each person aligns with the way the team actually works, on eight dimensions. Runs on its own as the culture fit assessment.
The tests
Every ranking guide lists the same seven. What matters is the second and fourth columns: how the test is scored decides whether two people can be compared, and the publisher's own guidance decides whether it can be used to select anyone.
| Test | What it measures | Format and time | What the evidence says | Publisher allows selection use? |
|---|---|---|---|---|
| Big Five inventories BFI-2, NEO, Criteria EPP, this page | Five broad traits (openness, conscientiousness, extraversion, agreeableness, emotional stability) and the facets under each, scored as percentiles against an adult sample. | Rated statements, 60 to 240 items, 8 to 40 minutes. | The model most of the workplace research is written in. Conscientiousness predicts performance across occupations (Barrick and Mount, 1991; Sackett et al., 2022). | Yes, with a job analysis and a structured interview. |
| DiSC Everything DiSC, Extended DISC | Four styles from two axes: pace and focus. Dominance, Influence, Steadiness, Conscientiousness. | Mostly forced choice, 20 to 80 items, 10 to 20 minutes. | Reliable and memorable. Forced-choice scores compare within one person, not between people, and the publisher claims no link to job performance. | No. Communication and team development. |
| MBTI 16 types | Four dichotomies combined into one of sixteen types. | 93 items, about 20 minutes, delivered by certified practitioners. | A large share of people receive a different type on retest. The publisher states it is not for selection. | No. Self-awareness and team conversation. |
| Hogan HPI Hogan Personality Inventory | Seven scales derived from the Big Five, plus the HDS derailers and the MVPI values. | 206 true-or-false items, about 20 minutes, through Hogan-certified consultants. | Deep validation base for leadership selection and development. Interpretation is sold with the assessment. | Yes, through a certified practitioner. |
| Predictive Index PI Behavioral Assessment | Four drives: dominance, extraversion, patience, formality. | Free-choice adjective checklist, about six minutes. | Short and well liked by hiring teams. Four factors read as a coarser map than five traits with facets. | Yes, on a subscription with a job target. |
| CliftonStrengths Gallup, 34 themes | A ranked list of 34 talent themes. | 177 paired statements, about 45 minutes. | Built for coaching. Gallup states it is not designed for selection. | No. Development only. |
| Caliper Profile Talogy | 22 traits mapped to competencies for a role. | About 75 minutes, through Talogy consultants. | Long-established in sales selection. Consultant-led, so slow to a report. | Yes, through the vendor. |
Formats and item counts are as published by each vendor. Selection guidance is the publisher's own statement, not our reading of it. Sources at the foot of the page.
The report, before the pitch
The full product running on sample respondents, computed in your browser by the same engine your own reports use. Choose a use below, switch the role, open a respondent, and watch every number recompute.
01
Twenty respondents read against a role you can switch, with the band beside the number. Open any row for the full report.
02
Five people on one map: trait coverage, blind spots, friction pairs, and who from the bench would fill the missing range.
03
One person read against a team culture on eight dimensions, with the two worth an honest conversation marked.
04
Motivation, leadership style, signature strengths and resilience, computed from the same sixty answers.
Choose what you want to get right. The matching report loads below.
Hire the right person. Your whole pipeline, ranked by fit for the role. Switch the role and the same people re-rank. Open anyone for their full report.
Sample respondents. Every score is computed live by the same engine the dashboard uses.
The sample uses fictional respondents. Your own reports render the moment each person finishes. Build this for your own people.
The science question, answered straight
Where we stand
Personality predicts work behaviour about as well as the best single methods and better than years of experience or a CV, and it predicts it modestly. The honest use is as one input that sharpens an interview or a one-to-one, never as a filter that rejects someone on a number. We sell the tool on this page, so read both lists with that in mind; the meta-analyses are linked in the sources at the foot of the page.
What it is
What it is not
On the law: personality tests are lawful for employment use when they are job-related and applied consistently, and adverse-impact and disability rules apply to selection. The compliance section of the hiring page covers the US position in detail.
Common questions
An employee personality profile is the report an employee personality test produces: the person's position on each trait, usually as a percentile, with a short reading of what that pattern tends to mean at work. Criteria sells one under that exact name, the EPP. On this page the profile is a Big Five report with 30 facets, and the same profile is re-read as role fit, culture alignment, a place on the team map, and four development views without asking the person to take anything again.
Well-built Big Five inventories are reliable, meaning a person scores much the same on retest, and they are valid for the things they claim, meaning trait scores relate to later behaviour at work in the direction the research predicts. Two cautions. Validity is modest on its own, which is why a structured interview belongs beside the score. And accuracy varies by instrument: type-based tests such as MBTI have weak retest stability, and forced-choice tests such as most DiSC versions cannot legitimately compare one person with another.
Self-report can be shaped, so yes, to a degree. Three things limit it. Facet-level items are harder to game than five broad labels because the socially desirable answer is less obvious. Response-quality flags catch rushed, straight-lined or contradictory answer sets and mark the report as directional rather than hiding the problem. And a structured interview verifies the two or three traits that matter for the role. For existing employees the incentive to fake is low when the purpose is development and you have said so.
It depends on the job you want the test to do. For measurement, a Big Five inventory, because the workplace evidence is written in that model and the scores compare people fairly. For a shared vocabulary in a team session, DiSC, which people remember and use the next day. For coaching, CliftonStrengths. MBTI is the weakest fit for any employer use because type is unstable on retest and the publisher rules it out for selection. If you want one instrument that serves hiring, teams, culture and development, it has to be normatively scored, which narrows the field to the Big Five family.
In most jurisdictions, yes, when the test is job-related, applied consistently, and not a medical or clinical instrument. For existing employees the practical rules are consent, a stated purpose, and no use of the results for a decision the person was not told about. For hiring, adverse-impact monitoring and disability law apply, and the compliance section of our hiring page covers the US position in detail. Big Five work inventories are not clinical tests, so they sit outside the disability rules that catch clinical instruments.
Yes. The assessment at the top of this page is free to build and send, each person keeps their own report, and the sample report is free to read without an account. Alison and 16Personalities also offer free individual tests, but neither produces an employer-side report, a team map or a fit score. Free tests aimed at candidates practising for an application are a different product: they prepare someone to take a test, they do not help an employer read one.
Same instrument, different job. A personality test for hiring compares applicants against a role target and writes the interview questions; it lives on its own page because the legal and process questions are specific to selection. An employee personality test is the wider use: the people you already have, read for development, team composition and culture, and a candidate when you need one. One profile serves both, which is why the sample report on this page switches between them.
Yes. Every person who completes the assessment keeps a full copy of their own report, whatever the purpose. The team view shows patterns across the group, never anyone's individual answers, so it works as a mirror for the team rather than a file on each member. Say in the invite what will be visible to whom, and read team results together in the room rather than privately about each other.
Keep reading
About this page
Michael Hodge, founder of SeeMyPersonality, has run online personality measurement since 2003 and built the scoring engine that renders the sample above. More about the author.
Personality is one input into how a person works: it informs, it never determines. Nothing on this page or in the report measures ability, and no score is a decision on its own. Competitor details checked against the vendor pages linked in the comparison.
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