Personality Test
Thibaut Silverman
A. This test is based on the personality theory created by Isabel Myers and Katharine Briggs. It measures your preferences on Myers and Briggs' four dimensions of personality type, as well as 23 more detailed facets of type to personalize your results.
A. After you take a test, you will have the option to create an account by entering your email address. If you create an account, you can view your test results at any time by returning to Truity.com and logging into your account. We do not email your results to you.
A. Absolutely. Our Truity@Work platform is designed to make it easy to give a TypeFinder personality test to your team or group. See discounted group pricing and learn how to quickly and easily set up testing for your group on the Testing for Business page.
A. This test has brief information about the careers for your type, but if you main goal is to find the right career for you, then we recommend you take the TypeFinder for Career Planning, which is specifically designed to help you find the right career for your type as well as your individual interests and strengths.
A. If you asked Isabel Briggs Myers and Katherine Briggs (the creators of the 16 personality types) or Carl Jung (the psychologist whose theories Briggs and Myers studied), they would say no, a person's personality type does not change over time. However, personality psychologists who study large populations have found that shifts in personality do occur over time. Research shows that age and individual life experiences can cause a shift in your personality. However, drastic shifts in personality are unusual, and most people find that changes are small and gradual.
This personality test is based on the Enneagram personality typology. The Enneagram is an amazing tool to help people understand themselves and others better. The test will give you a first hint towards which of the 9 Enneagram personalities fits you best.
We've built the first fully dynamic Enneagram test that significantly reduces the number of questions while still being as accurate as possible. Depending on your answers, you will answer between 45 to 93 questions. Which is, on average, between 30%-50% faster than other comparable Enneagram tests you find online. It will take you between 9 and 15 minutes, but for most of our users, our data say it takes them less than 12 minutes.
A personality test is a method of assessing human personality constructs. Most personality assessment instruments (despite being loosely referred to as "personality tests") are in fact introspective (i.e., subjective) self-report questionnaire (Q-data, in terms of LOTS data) measures or reports from life records (L-data) such as rating scales.[1][2] Attempts to construct actual performance tests of personality have been very limited even though Raymond Cattell with his colleague Frank Warburton compiled a list of over 2000 separate objective tests that could be used in constructing objective personality tests.[3] One exception however, was the Objective-Analytic Test Battery, a performance test designed to quantitatively measure 10 factor-analytically discerned personality trait dimensions.[4][5] A major problem with both L-data and Q-data methods is that because of item transparency, rating scales and self-report questionnaires are highly susceptible to motivational and response distortion ranging all the way from lack of adequate self-insight (or biased perceptions of others) to downright dissimulation (faking good/faking bad) depending on the reason/motivation for the assessment being undertaken.[6][7][8]
Estimates of how much the personality assessment industry in the US is worth range anywhere from $2 and $4 billion a year (as of 2013).[17] Personality assessment is used in wide a range of contexts, including individual and relationship counseling, clinical psychology, forensic psychology, school psychology, career counseling, employment testing, occupational health and safety and customer relationship management.
There are many different types of personality assessment measures. The self-report inventory involves administration of many items requiring respondents to introspectively assess their own personality characteristics. This is highly subjective, and because of item transparency, such Q-data measures are highly susceptible to motivational and response distortion.[24] Respondents are required to indicate their level of agreement with each item using a Likert scale or, more accurately, a Likert-type scale. An item on a personality questionnaire, for example, might ask respondents to rate the degree to which they agree with the statement "I talk to a lot of different people at parties" on a scale from 1 ("strongly disagree") to 5 ("strongly agree").
Historically, the most widely used multidimensional personality instrument is the Minnesota Multiphasic Personality Inventory (MMPI), a psychopathology instrument originally designed to assess archaic psychiatric nosology.[25][26]
In addition to subjective/introspective self-report inventories, there are several other methods for assessing human personality, including observational measures, ratings of others, projective tests (e.g., the TAT and Ink Blots), and actual objective performance tests (T-data).
The meaning of personality test scores are difficult to interpret in a direct sense. For this reason substantial effort is made by producers of personality tests to produce norms to provide a comparative basis for interpreting a respondent's test scores. Common formats for these norms include percentile ranks, z scores, sten scores, and other forms of standardized scores.
A substantial amount of research and thinking has gone into the topic of personality test development. Development of personality tests tends to be an iterative process whereby a test is progressively refined. Test development can proceed on theoretical or statistical grounds. There are three commonly used general strategies: Inductive, Deductive, and Empirical.[27] Scales created today will often incorporate elements of all three methods.
Deductive assessment construction begins by selecting a domain or construct to measure.[28] The construct is thoroughly defined by experts and items are created which fully represent all the attributes of the construct definition.[28] Test items are then selected or eliminated based upon which will result in the strongest internal validity for the scale. Measures created through deductive methodology are equally valid and take significantly less time to construct compared to inductive and empirical measures. The clearly defined and face valid questions that result from this process make them easy for the person taking the assessment to understand. Although subtle items can be created through the deductive process,[29] these measure often are not as capable of detecting lying as other methods of personality assessment construction.[28]
The Five Factor Model of personality was developed using this method.[30] Advanced statistical methods include the opportunity to discover previously unidentified or unexpected relationships between items or constructs. It also may allow for the development of subtle items that prevent test takers from knowing what is being measured and may represent the actual structure of a construct better than a pre-developed theory.[31] Criticisms include a vulnerability to finding item relationships that do not apply to a broader population, difficulty identifying what may be measured in each component because of confusing item relationships, or constructs that were not fully addressed by the originally created questions.[32]
Empirically derived personality assessments require statistical techniques. One of the central goals of empirical personality assessment is to create a test that validly discriminates between two distinct dimensions of personality. Empirical tests can take a great deal of time to construct. In order to ensure that the test is measuring what it is purported to measure, psychologists first collect data through self- or observer reports, ideally from a large number of participants.
A personality test can be administered directly to the person being evaluated or to an observer. In a self-report, the individual responds to personality items as they pertain to the person himself/herself. Self-reports are commonly used. In an observer-report, a person responds to the personality items as those items pertain to someone else. To produce the most accurate results, the observer needs to know the individual being evaluated. Combining the scores of a self-report and an observer report can reduce error, providing a more accurate depiction of the person being evaluated. Self- and observer-reports tend to yield similar results, supporting their validity.[33]
Though personality tests date back to the early 20th century, it was not until 1988 when it became illegal in the United States for employers to use polygraphs that they began to more broadly utilize personality tests.[36] The idea behind these personality tests is that employers can reduce their turnover rates and prevent economic losses in the form of people prone to thievery, drug abuse, emotional disorders or violence in the workplace. There is a chance that an applicant may fake responses to personality test items in order to make the applicant appear more attractive to the employing organization than the individual actually is.[37]
Personality tests are often part of management consulting services, as having a certification to conduct a particular test is a way for a consultant to offer an additional service and demonstrate their qualifications. The tests are used in narrowing down potential job applicants, as well as which employees are more suitable for promotion.[38] The United States federal government is a notable customer of personality test services outside the private sector with approximately 200 federal agencies, including the military, using personality assessment services.[38]
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