Personality Assessment (questionnaire) for recruitment

It is a scientifically proven fact that personality at work plays a vital role in how employees perform, interact with others, and are satisfied with their job. As an employer looking for the best fit candidate to a specific position or job setting, requesting a candidate to complete a work style personality questionnaire is highly recommended. 

Would you like insight into assessing a candidate’s personality, preferences, and drive? As an experienced recruiter or talent acquisition specialist, you may have already used some assessment tools to help you find and hire the best fit candidate, fast. These tools may include aptitude tests, video interviews, assessment centres or even assessment games. 

You may be wondering:

  • What is a pre-employment personality assessment?
  • Why use personality assessments in hiring?
  • How do I use the personality test to hire the right candidates?
  • Where do I use these tests to build diverse teams and avoid bias?
  • Which roles are best suited for using workplace personality tests?

As a recruiter, you need to have a portfolio of tools that helps you select the best candidates, fast and without spending thousands of dollars, pounds, or euros. 

This article will provide you with an easy-to-read summary about one of the most widely used competency tests used in recruitment and candidate selection – pre-employment personality tests.

This article unveils key aspects of the personality questionnaire and its use in hiring. You will learn what they are, pros and cons of using them, which roles would benefit the most from their use and why they are so popular.

Keep reading to find out more and if you have any questions, just contact us. We, Assess Candidates, are a team of organisational psychologists and consultants and are here to help you.

Work-style personality questionnaire also referred to as work personality questionnaire.

Contents:

  1. What is a pre-employment work personality questionnaire (WPQ)?
  2. How are pre-employment personality tests used in hiring?
  3. When should the personality assessment be used to recruit?
  4. How should candidates approach the personality test?
  5. Examples of personality test questions.
  6. Why use personality pre-employment tests in hiring? Pros and cons.
  7. What roles should the pre-employment personality assessment be used to recruit for and why?
  8. Which organisations use work personality tests in hiring?
  9. How is SHL occupational personality questionnaire (OPQ) different to Access candidates (AC) personality assessment?
  10. Why use the Assess Candidates personality test to hire?

1. What is a pre-employment personality questionnaire / assessment?

A personality questionnaire (a.k.a. assessment) is designed to measure a candidate’s personality traits and behavioural preferences which are aligned with your company’s workplace. 

Like most valid and established questionnaires, the work personality questionnaire (WPQ) is underpinned by the widely accepted areas of personality – The Big 5.

The Five-Factor Theory of Personality was developed by Costa and McCrae in 1986, they proposed 5 main personality traits producing the acronym OCEAN:

  • Openness
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neuroticism

As a talent acquisition expert, you may want to get an insight on an applicant’s personality and skills a candidate pursues before meeting them for an interview. If you want a test that informs you on whether a candidate’s personality fits with what is expected in your organisation, then the pre-employment personality test is right for your company.

Work personality questionnaires are:

  • widely used in recruitment by thousands of companies to sift candidates during the recruitment process through measuring a candidate’s strengths and weaknesses in the workplace.
  • used in recruitment at any level of hiring, from entry level to senior jobs.
  • usually set out as a series of agree and disagree statements. The WPQ is a self-report assessment where you are required to agree and disagree with behavioural statements that are provided. Candidates will be asked to answer each statement in terms of how it describes them.
  • not typically timed, allowing candidates to decide on their responses in their own time. They are designed to provide an indication of a candidate’s preferences, or personality when compared to other individuals. The prime reason of the test is not to be quick but for the candidates to be able to answer honestly in terms of how statements best describe them when they are at work. Nevertheless, a typical test of 90 questions is likely to last around 10 minutes. 
  • typically used to determine each applicant’s suitability to the role. The test will tell you the extent of a candidate’s preferences in comparison to those preferences that are likely to indicate an effective, happy employee. 
  • malleable to the role– there is no preferred personality, however some roles energise some people more than others. Personality questionnaires are designed to identify those that are best matched to any role.

A personality test reveals core aspects of an applicant’s personality- their values, work preferences, their style, the bright side, and the dark side. Also, it reveals a candidate’s fitment in the company’s culture. Is the candidate possessing the required personality traits suitable for your job role?

We want to assure you as a recruiter or hiring manager about the details of the personality assessment for selection and give you any insights that you may be confused about relating to this specific test. The WPQ forms a fundamental part of the selection process supporting in finding those applicants who have the workplace strengths that you are looking for.

Keep reading to find out more about how you and your organisation can benefit from using pre-employment work-style personality questionnaires.

What Are Workstyle Personality Tests
What Are Workstyle Personality Tests

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2. How are pre-employment personality tests used in hiring?

In work personality tests, candidates are presented with statements and are required to agree or disagree with them. As such the pre-employment personality test allow a candidate to demonstrate their comprehensive insight into the suitability of a role. With a lenient time limit, candidates are not challenged by the clock, the focus is on their level of agreeance on workplace preference statements.

Personality tests for recruitment:

  1. Help employers be capable of more accurately predicting a candidate’s suitability to the role before their first day on the job.
    • Develop an understanding of how candidates prefer to work in your organisation on a day-to-day basis. For example, candidates may be energised by working with people or may prefer to work alone on most days. 
  2. Give confidence to you as an employer that you will make the right hiring decisions with their foundation in psychological research.
    • Personality tests for recruitment have been used for several years (since the 1986 Costa and McCrae study) and they are increasingly becoming more popular. Especially with the move to online learning and assessing, personality tests for jobs have become a staple tool for dozens of thousands of employers globally.
  3. Are most likely to be used at an early stage in the recruitment process.
    • Typically following the sifting of job applications and the screening process. By inviting every candidate to take a personality test, you can discount those who don’t demonstrate a fit to the role. 
  4. Can be used by employers to assess candidates for all levels 
    • These roles can include finance, public professions, and retail, from entry level to senior positions.

Let us now see how this process could work in your organisation.

  • It first starts with the candidate filling in the application and uploading a CV
  • The second stage is likely to be the personality questionnaire, numerical reasoning test, situational judgement tests or another type of aptitude test
  • Recruiters then go through the process of selecting candidates for the next recruitment stages and typically move on to further psychometric testing, usually a personality test, or game-based assessments.
  • This is then followed by assessment centres and video/in-person interviews

A recruiter’s process to find candidates is usually:

  1. First inviting pre-screened candidates to online personality tests, the candidates have a dedicated period (usually several days) to complete the tests at home. 
  2. The recruiter then reviews the results via an online report and selects the candidates to move to another round of the assessments. 

Many different companies are providing personality tests for recruitment. Often, you may need to explore if a bespoke solution will be appropriate and cost-effective. Off-the-shelf WPQ will usually do the job. Make sure they can prove that their tests have been created and validated by professional organisational psychologists and psychometricians. If not, these tests will not deliver on selecting the right candidates.

Important. Often personality tests in hiring are used in conjunction with other psychometric tests so the decision to qualify a candidate to the next round may be based on combined results as well as on the type of role. If you would like to get a better understanding of how to use pre-employment personality tests (and other) reasoning assessments, please contact us for free advice.

Workplace Personality Questionnaire in Hiring
Workplace Personality Questionnaire in Hiring

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3. When should the work personality assessment be used to recruit?

You may be thinking, why are personality tests key in a working environment? 

Personality tests for recruitment are particularly popular in a wide range of industries. The test is important for jobs that require employers to understand whether a candidate will be energised in a work environment. For example, will the candidate thrive working with people, show their creative side, and be punctual in meeting strict deadlines. This understanding further leads to a happier and more profitable business. 

A work style questionnaire can help you in a variety of ways:

  1. Identify areas for discussion during interviews, often personality tests may not be used to sift candidates, to determine pressing topics in an interview setting.
  2. It will help you accurately predict a candidate’s preferences before their first day on the job. You may require applicants to complete the test (potentially with other psychometric tests) to remove candidates from the talent pool that do not align with the role before assigning interviews. 
  3. Some personality tests, typically can be used to help you identify the training and development needs of business and their teams. The test would be used as a diagnostic tool that helps to provide a more objective way of finding out people’s strengths and weaknesses.

Recruitment can be tough, but finding capable candidates is an important aspect of creating a profitable business. Pre-employment personality assessments are an easy and efficient way for hiring professionals to bring top-tier talent to the organisation.

These tests are suitable for graduate level recruitment right through to experienced and senior hires. 

Broadly speaking, there are 2 recruitment volumes that lend themselves well to using personality assessments for selection:

Depending on which one is ongoing in your organisation this can affect personality tests for recruitment.

Use of personality tests for recruitment in HIGH volume recruitment (large number of applications):

Recruiters and employers may use personality questionnaires for high volume recruitment, this could be hundreds or even thousands of candidates per year per job offer.

For graduate, entry roles it is common to receive a large volume of applications. 

Before you take a candidate to a later interview stage, you can get an indicator of the type of person they are. The candidate may not be aligned to the preferences best suited to your role. In which case, it would be a benefit to the candidate and employer to not progress the application further. Alternatively, the candidate may be a good match in which case you can learn more when taking them through to the next stage.

Personality tests in high volume recruitment are typically used with other psychometric tests such as competency based situational judgement test, verbal or numerical to help sift out candidates. The numerical reasoning test would be used to sift applicants whereas the WPQ would help by giving you more insight into the candidate’s personality. 

Organisations who launch specific graduate programmes need to select a number of candidates in a relatively short period of time to commence the programme. For instance, they may offer 100 roles and receive 20,000 applications.

Use of personality questionnaires in MEDIUM volume recruitment (medium number of applications):

Often when recruiters are assessing candidates for consulting, technology or public sector roles and they have a smaller business they may use the personality assessments to assist them with recruitment.

If you are part of a smaller company or organisation and want employees who are happy and want to stay for a longer tenure in your team, you need to be sure that you recognise their individuality from the start of the application process. One potential risk of using ability tests in isolation is that you ignore their workstyle preferences and the things that make them energised in the workspace.

We, at Assess Candidates, offer end-to-end set of candidate assessment tools that cater for a wide variety of roles you may wish to recruit for: ability tests (numerical, verbal, logical), situational, personality, game assessments (to complement traditional tests and increase candidates’ experience), video interviews with questions of your choice, assessment centre exercises. All this is delivered through an easy to manage online platform.

Further in the text you will find how candidates should approach the WPQ and which roles it applies to.

Personality Questionnaire in Volume Recruitment
Personality Questionnaire in Volume Recruitment

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4. How should candidates approach the personality test?

Personality tests for hiring are becoming much more common in today’s virtually remote world. Employers often use WPQ’s to access a candidate’s ability to:

  1. Understand how they see themselves in the way they relate to others
  2. Their approach to problems
  3. How they deal with feelings and emotions

Candidates aren’t required to have any skills to complete this test. It is essential that candidates answer honestly to ensure you can find the best fit for your company in relation to their answers.

The WPQ will demonstrate an individual’s preference in 5 dimensions of personality based on the responses that an applicant gives. These are:

  • Introversion vs extroversion – is the candidate reserved or comfortable with new people?
  • Agreeableness vs conscientiousness– are they flexible or prefer planning?
  • Emotional vs emotional stability– do they wear their heart on their sleeve or are they more relaxed?
  • Conventional vs openness– is the applicant more resistant to change or imaginative and creative?
  • Prefer unaided work vs team-oriented work– are they independent or enjoy working with others?

There is also a 6th dimension that is assessed through any good personality questionnaire is the social desirability scale. The Social Desirability scale examines whether an applicant has responded in a socially desirable way to the questionnaire.

Candidates can sometimes be inclined to respond to the questionnaire in a way that makes them look good, rather than to respond in an accurate and truthful manner. The social desirability scale identifies whether the candidate is honest during the assessment. On a scale of 1 to 10, most people will land in the middle range (4,5,6,7), but both high and low scores must be reviewed with care. It is best to explore this with the candidate in a direct conversation, to see if you can offer any additional support.

A process you could follow when using the personality questionnaire would be: 

  1. Firstly, you need to have a good idea of the job role you are advertising. For example, are the people who are working in your organisation creative, do they like working with a team or are they more independent?
  2. When applicants have filled in the work-style questionnaire, you can see the extent to which candidates align with the role.

Even if there are some areas of concern with the applicants not aligning to your organisation, they may still succeed. For example, if your role is more suitable for an introvert, someone who is an extrovert may still fit well into your organisation.

Personality tests for recruitment offer invaluable insights on candidates, providing objective and scientifically valid explanations of an individual’s thinking style, behaviour tendencies, values, and motivations. They can also be useful to better understand existing employees who are being considered for a different role, or as part of an ongoing internal development programme. 

In the next section we have added an image of the WPQ to give you a visual representation of what the work-style personality test will look like when candidates are completing it.

Workplace Personality Questionnaire Recruit
Workplace Personality Questionnaire Recruit

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5. Examples of personality test questions.

To help you visualise the questions, here is an example of pre-employment workstyle personality test statements.

Example 1:

Personality Test for Recruitment Example
Personality Test for Recruitment Example

The task: Candidates must look at the statements carefully and identify the extent to which they agree with the statement, using the following 1 to 5 Likert scale:

  1. Strongly Disagree – with the statement
  2. Disagree – with the statement
  3. Agree nor Disagree – with the statement
  4. Agree – with the statement
  5. Strongly Agree – with the statement

Average time per question: 3-7 seconds

The WPQ typically contains 50-150 questions

There is no correct solution for questions in a WPQ, candidates must answer honestly based on their personality preferences.

You may be wondering now what the benefits of using pre-employment personality tests in a recruitment process are. Let’s find out.

Work Personality Questionnaire Pros and Cons
Work Personality Questionnaire Pros and Cons

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6. Why use personality pre-employment tests in hiring? Pros and cons.

10 REASONS (PROS) TO USE PRE-EMPLOYMENT PERSONALITY TESTS IN RECRUITMENT

  1. Help identify candidates’ personality traits- as a recruiter you can identify suitable candidates from a pool for a specific job role based on underlying personality traits that are presented in candidate reports. A talent acquisition expert can leverage these traits and look out for them in the hiring process to ensure smooth recruitment.
  2. Gain deep insights into a candidate’s potential: the WPQ gives data insights to help you effectively choose the right candidate for your organisation. For example, if an individual shows a preference for finding new ways of solving problems, stress managing ability and presence of mind they can be put into a strategic leadership role.
  3. Predict Longevity – the personality questionnaire has a multiyear proven record of predicting those candidates who will be happier, more energised and as a result stay longer at your company and demonstrate a high level of performance. To achieve this, make sure the tests are written and validated by professionals according to industry standards.
  4. Improve quality of hire – pre-employment personality assessments help hire better candidates by ensuring they have the correct personality traits and workstyle preferences to fit with your company.
  5. Are cost efficient to run – low cost per candidate is one of the important aspects especially in volume recruitment; personality tests are distributed and completed online, no paper, printing, or postage fees. They are typically priced per test (candidate) or using a flat fee for a maximum number of tests used. This approach helps to minimise the costs for volume recruitment and enable testing of thousands of candidates at low fees.
  6. Offer speed in selection, minimise time-to-select – thousands of candidates can be tested in a matter of days and the results are available immediately after test completion. It is very easy and fast to select candidates that meet a given threshold using the backend admin tools. Typically, the admin module will allow for scenario playing as well (e.g., apply different criteria to different populations).
  7. Help to increase diversity – companies can make informed hiring to increase diversity by looking for personality traits, knowledge and thinking styles missing from their current team. 
  8. Eliminates bias – personality questionnaires have little adverse impact and as a result significantly reduces the risk of bias.
  9. Are legally defensible – in the case of a potential legal challenge from the candidate(s), tests that have been scientifically validated are very easy to defend as a proper selection tool.
  10. Good candidate experience – when completing the personality test there is no right or wrong answer, this is likely to make the applicants less stressed. Also, applicants usually like filling in questionnaires about their preferences, their likes and dislikes.

With more of an understanding of how Assess Candidate’s personality tests can benefit your business, below is an outline of what employers should consider when using personality tests for recruitment.

5 POINTS (CONS) TO CONSIDER WHEN USING PRE-EMPLOYMENT PERSONALITY TESTS:

  1. Candidates may not respond honestly – applicants may respond in a socially desirable manner rather than exhibiting their true personality traits. This may deliver misleading results such as the wrong personality profiling of the candidate.
    • Solution – it is important for organisations to choose a personality test that uses a social desirability scale to counteract the possibility of candidates being overly or less favourable of themselves in their responses.
  2. Reduce test anxiety – many job seekers fail to attempt the personality test because of anxiety and the lack of first-hand experience. 
    • Solution – By encouraging the candidates to practice the test beforehand it will make them more at ease when tackling the assessment and will present their true ability under typical working conditions. 
  3. Cheating – it is technically possible that an online personality test can be cheated and completed by someone else. 
    • Solution – Whilst looking for solutions on the market, consider checking what measures the test providers offer to prevent cheating, such as incorporating a social desirability scale.
  4. Customisation per role must be recognised– a candidate with a persuasive, charming and outgoing personality may be a good fit for a sales role however the same skill is not important for a digital marketing role. There is no one-personality-fits-all situation. Every organisation has its own set of traits and competencies that they require its employee to have, this personality tests need to be customised accordingly.
    • Solution it is important that you find a WPQ to be flexible, to maintain reliability and validity to be customised to different job roles and requirements.
  5. Only representative for a period of time– while personality is generally considered to be static, the results from the personality assessment are representative of a candidate’s preference style for 12-18 months. 
    • Solution- it is important for test takers to take the WPQ again 12-18 months after the initial stage, to account for any changes in their professional or personal circumstances.

With more of an understanding on the benefits and considerations of the personality questionnaires in hiring and potential drawbacks, we will now go on to discuss when employers should use personality tests for recruitment.

Workplace Personality Questionnaire Recruit
Workplace Personality Questionnaire Recruit

7. What roles should the pre-employment personality assessment be used to recruit for and why?

Personality tests for recruitment are frequently used during the application process for various roles including technology, consultancy, and the public sector. Below is an outline of the roles in which the personality tests may be used and how it applies to the given role.

Relevance of pre-employment personality tests in information technology:

Information Technology RoleRole DescriptionWhat workstyle preferences apply to this role?
Technical supportTechnical support team members monitor and maintain the technology of the workplace. They respond to requests to help the users in the business. Technical support provides you with the opportunity to work in different types of companies and the chance to explore different industries.People focus applies to technical support staff as they enjoy working/helping others as well as being relationship focused and empathetic to deal with customer problems. They are usually more extraverted. Preferences for technical support staff also include being sociable and comfortable talking to new people, for example the customers.
Business analystWorking as a business analyst is all about looking for ways to improve the processes and business operations using technology. You will be required to analyse business needs, gather requirements, and create a project plan to design technological solutions.Business analysts are open, to improve processes and creative and innovative. They also tend to be easy going, adaptable to change and flexible.
Software engineer As a software engineer you will be required to design and program system software. This requires the understanding of software and hardware functions. The role provides a lot of interaction with other areas of the business to assess and provide solutions. Software engineers are people focused to understand the external demand of customers as well as being conscientious. They tend to be organised to make deadlines for new software and enjoy high attention to detail.

Relevance of pre-employment personality tests in consultancy:

Consultancy RoleRole DescriptionWhat workstyle preferences apply to this role?
Trainee ConsultantA consultant trainee works to establish a knowledge base and expertise in the underlying industry and develop a client portfolio. They will research, field calls and questions and organise clients’ databases and consultants’ schedules.Trainee consultants are generally organised and able to plan. They are people focused and able to interact with clients and work with others.
Management ConsultantManagement consultants help organisations to solve issues, create value, maximise growth and improve business performance. They do so by using their business expertise and skills to provide objective advice and to help an organisation develop any specialist skills they may be lacking.Management consultants are commonly empathetic to businesses and organisations when working with them. They tend to be confident when speaking to new and existing staff. Management consultants are usually between easy-going and conscientious, as they are adaptable to change in terms of movement of staff.
Recruitment ConsultantThe main duties of a recruitment consultant include negotiating contracts, interviewing prospective applicants, and matching them with vacancies at client companies, screening candidates and drawing up shortlists of candidates for clients to interview.Recruitment consultants are generally open and understanding when it comes to various peoples’ interests. Recruiters are also outgoing and find it comfortable meeting new people confidently.

Relevance of pre-employment personality tests in the public sector:

Public Sector RoleRole DescriptionWhat workstyle preferences apply to this role?
Social workersSocial workers work with people to find solutions to their problems. This may be helping to protect vulnerable people from harm or abuse or supporting people to live independently. They work with clients, families, and others around them and with different client groups including: the elderly.A social worker’s main job is communicating with vulnerable individuals and clients/families. That means they tend to be open, have good communication and listening skills. They also need to be target driven as they will have many appointments to attend. Social workers are often people focused. For example, they need to have a preference prioritising another person’s feelings over their own.
Planning officersPlanning officers generally work for local planning authorities, involved in development management associated with the local town planning system. They may also work in other public sector organisations. They must have a good knowledge of the local community, legislation, environmental issues, and social responsibilities.Planning officers need to be able to plan local work and organise the correct people for jobs. They often have a good ability to work with others and be target driven. As well as this, planning officers tend to be comfortable speaking to different authorities.
Environmental health officersEnvironmental health officers are responsible for monitoring and enforcing health and hygiene legislation. They also investigate when there’s an incident, such as pollution, a noise problem, toxic contamination, pest infestation or an outbreak of food poisoning.Environmental health officers are sociable and find it easy when working with others as they are often people focused when having to deal with different aspects of the environment. Also, comfortable in their own company to work on their own if needed. They are commonly independent, target driven as well as optimistic. 
Workplace Personality Pros and Cons
Workplace Personality Pros and Cons

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8. Which organisations should use work personality tests in hiring?

Personality assessments for selection help businesses ensure candidates have the required skill set to meet role requirements when applying for jobs.

When targeting candidates for jobs such as planning officers, trainee consultants and software engineers, you must consider the candidate’s personality to figure out whether they would be a good fit for the job. As such you may choose to use a personality questionnaire to assess candidates as well as the numerical reasoning test or potentially the verbal reasoning test. This will help you to identify if applicants have, for example, strong people skills or a good independent working style when working through day-to-day tasks. This will allow you to gain an overview into potentials for success in the role.

Pre-employment personality questionnaires are not typically used on their own. If you do not mind a slight increase in the length of your assessment process, we recommend using a personality test in conjunction with a situational judgement test or a traditional psychometric test such as numerical, verbal, or logical. 

Industries that typically use personality tests in recruitment include:

  • Public Professions– personality tests are welcomed in public professional roles. Some employers that implement pre-employment personality assessments in their application process are NHS, Police, Local Council and Fire and Rescue Service.
  • Technology – personality tests are frequently used in technology jobs.  Some employers that implement pre-employment personality assessments into their application process are Samsung, Amazon, INTEL, IBM and Microsoft.
  • Consulting-personality tests are used in consulting jobs. Some consulting companies who use pre-employment personality questionnaires consist of KPMG, PwC, Deloitte and EY (the big four.) 

Broadly speaking, the above are industries that have been successfully using personality pre-employment tests to select the best candidates. A proper selection of talent is what makes them successful in the long run.

Pre-Employment Questionnaire Roles
Pre-Employment Questionnaire Roles

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9. How is SHL occupational personality questionnaire (OPQ) different to Access candidates (AC) personality assessment?

The OPQ is a trait-based personality questionnaire which measures an individual’s personality preferences in the workplace. The results are interpreted in line with a role’s key behavioural expectations to see how well someone is suited to a job. 

The SHL occupational personality questionnaire involves an aspect of the social desirability scale as well as the consistency scale. The consistency scale identifies whether a candidate is trying to distort the questionnaire, a low result can usually mean an individual has tried to portray themselves in a more desirable way or they did not understand the questions.

One key difference is, SHL’s OPQ primarily focuses on three key areas from a total of 32 dimensions relating to The Big Five and uses this to draw inferences on behavioural competence and job fit. The three key areas for SHL are:

  1. Relationships with people
  2. Thinking Style
  3. Feelings and emotions

Whereas, as mentioned above, Access Candidates WPQ, is designed to specifically look at the 5 continuums of the Big 5 to assess job fit.

There are three different versions of the OPQ that are currently in use today:

  • OPQ32n (Normative)- The normative version of the OPQ requires an individual to respond to behavioural statements on a scale of 1 to 5. Individuals respond to 416 questions which take about 45-60 minutes to complete. 
  • OPQ32i (Ipsative)- This version of the OPQ is presented in 104 quads, each quad contains four statements totalling to 416 questions. An individual is required to choose two statements; one that is ‘most’ like them and one that is ‘least’ like them. The ipsative aspect of this assessment uses a forced choice format which requests the individual to choose two statements that are the most applicable to them. This therefore makes it very difficult to distort the questionnaire, unlike the normative version, and so it is a more favoured format by employers, particularly in a recruitment context.
  • OPQ32r (short ipsative format)- This is the latest and most widely used version of the OPQ assessment by employers globally. It is similar to the OPQ32i as it uses a forced choice format, however it presents the individual with three rather than four statements to select the ones that are the ‘most ‘and ‘least’ like them.  With a total of 312 statements, making it 25% shorter, this version of the OPQ is easier and quicker to complete.

As you may have already noticed, the key second difference is that all the OPQ’s are longer than Access Candidates personality questionnaires.

The length of the Work Personality Questionnaire is designed to balance candidate experience and the ability to determine candidate preference.

In the final section, it will be outlined why you should use the Assess Candidates personality test.

Which Organisations Use Workplace Personality Questionnaires
Which Organisations Use Workplace Personality Questionnaires

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10. Why use Assess Candidates personality assessment to hire?           

Pre-employment personality tests have been used for a long time by many organisations to assess a candidate’s ability. At Assess Candidates we provide a range of assessments including personality questionnaires to suit all organisation’s needs.

Personality Pre-Employment Personality Tests Dashboard for Recruiters
Personality Pre-Employment Personality Tests Dashboard for Recruiters

Above is an example of our reporting tool on Assess Candidates, that you as a hiring manager or talent acquisition expert will see when reviewing candidate performance.

Four reasons why to use Assess Candidates:

1. Experienced psychologists developing top industry tests

  • Assess Candidates’ (AC) personality tests are developed by chartered scientists, psychologists and psychometricians who have previous experience in developing assessment solutions. Our experts have developed assessments for companies such as SHL and IBM Kenexa. 
  • Our tests have gone through rigorous testing, validation and have proven to select top talent in multiple organisations. 
  • AC’s personality tests is one of the many engaging psychometric assessments that have been successfully used to help hire high-performance candidates.

2. Top in class reports enabling to shortlist your candidates fast using flexible criteria

  • At Assess Candidates, employers can make their hiring decisions with confidence through an easy-to-use ATS. You can view candidate performance in two ways:
    • One: An overview of all individual candidates’ results for your hiring campaign that have applied for that vacancy.
    • Two: Recruiters are able to view all candidates’ performance including the tests they have taken and how they have performed.
  • Easily select how well candidates have to perform in each assessment to identify how well they have to perform to move to the next stage.
  • At Assess Candidates, our in-house occupational psychologists can advise on making hiring decisions and best practise performance thresholds. 

3. Engaging Candidate Experience

  • In today’s world candidate experience matters. The best candidates participate in multiple selection processes, and it is often those who select the employer of their choice. 
  • Our personality questionnaires have an easy-to-use interface, friendly interface for candidates, the tests can be accessed from any device. They are easily accessible with features such as clear instructions on how to complete the test and a time limit embedded to make sure candidates know how long they have left. We ensure a user-friendly experience by using reduced clicks, the assessment moves on to the next question when answered, automatically. Our engaging assessments are delivered on a fully branded portal for a seamless experience.

4.  Candidate Accessibility Support

  • Assess Candidates ensure easy accessibility for all when moving around the platform and completing the personality assessment.
  • All assessments we provide have the option of including additional time for those who need it such as people with dyslexia.
  • We have incorporated a zoom feature on all assessments, to make the process easier for those who have visual disabilities. 
  • Our in-house developers have avoided the use of images throughout the platform in line with the Web Content Accessibility Guidelines (WCAG) to allow for the use of screen readers. 
  • We have also avoided the use of certain colours around the platform for those suffering from colour blindness.

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