Personality tests in hiring: what they are and how to answer

Reviewed: October 2026

Workplace personality tests are questionnaires that describe how you tend to act, decide and relate to others at work. They have no correct answers and you cannot study for them like a knowledge exam. The most useful approach is to answer honestly and consistently, because the employer compares your profile with what the role asks for.

Why employers use them

Employers use them to understand work styles, motivations and possible risks, and to prepare interviews. A personality profile is not a grade and does not measure intelligence: it describes tendencies. Most publishers say to use them alongside other information, not as the only criterion.

This guide describes each instrument in general terms. We do not reproduce questions from any of them.

The most mentioned instruments

These are the names that appear most in hiring invitations and what each publisher says about them:

  • Hogan: three separate inventories. The HPI describes everyday characteristics based on the five-factor model, the HDS points to tendencies that can show up under stress and the MVPI describes motivations and values. None gives a pass or fail result.
  • PI Behavioral Assessment (Predictive Index): an untimed adjective list averaging about 6 minutes. Each adjective is tied to factors such as dominance, extraversion, patience and formality.
  • Thomas PPA: a DISC-based behavior profile with 24 questions and about 8 minutes, according to Thomas. It describes dominance, influence, steadiness and compliance.
  • SHL OPQ32: measures 32 dimensions in three areas (relationships with people, thinking style and feelings). In the current version you choose the statement most and least like you from three.
  • Cattell's 16PF: 16 primary traits that came from factor analysis of descriptive adjectives, with a five-factor structure above them.
  • Cleaver and DISC: behavior profiles inspired by Marston's 1928 theory. The scientific validity of DISC is questioned, so treat it as a conversation starter, not a diagnosis.
  • Big Five and IPIP: the five-factor model (openness, conscientiousness, extraversion, agreeableness and emotional stability). The IPIP is a free, public item bank used in research.

Why you can't "study" for them

There is no knowledge to memorize: the questions describe preferences and behaviors. Many tools use formats that make the "ideal" answer hard to guess, such as choosing between equally favorable statements.

Trying to project a perfect profile often produces inconsistent answers across items, and several tools include consistency indicators. Also, fitting a profile that is not you can land you in a job that is wrong for you.

How to answer consistently

Think about how you usually act at work, not on your best days. Answer quickly without overthinking: the first reaction is usually more faithful. Avoid extremes if they are not true and do not leave questions blank if you can answer.

Rest beforehand and do it without interruptions. If you receive the result, read it as a description of styles and ask for a conversation to understand how it is interpreted.

Your rights and limits

You can ask the company which instrument it will use, how results will be interpreted and how long they will be kept. If a health condition or neurodivergence affects how you answer, say so in advance to request adjustments.

Practice this here

This site does not offer personality questionnaires, because they cannot be studied or trained. What you can practice are the reasoning and attention formats that often accompany them in the same hiring process.

Start with these tests

Frequently asked questions

Can you study for a personality test?

There is no content to study. The most useful things are resting, answering honestly and staying consistent across questions.

Is there a correct answer?

There is no universal ideal answer. The employer compares your profile with what the role needs, and what fits one job may not fit another.

How do Hogan, OPQ and 16PF differ?

They are different instruments with their own models and formats. Hogan is made of three inventories, the OPQ32 measures 32 workplace dimensions and the 16PF measures 16 primary traits.

Are Cleaver and DISC scientifically sound?

Their validity is debated. Use them as a way to talk about work styles, not as a diagnosis of who you are.

Can I see my results?

It depends on the employer and the platform. You can ask for an explanation of the report and how it was used in the decision.

Related guides

Sources

We are not affiliated with any assessment provider or their tests. This guide is independent, based on public sources and may change.