Personality Tests for Hiring
Use science-backed assessments to make better hiring decisions. From $79/mo for 80 assessments a month.
In Brief
The Big Five is a well-established framework for studying personality and job performance. Conscientiousness is a valid predictor of performance across jobs (r=0.22, Barrick & Mount 1991). DISC predicts team communication style. EQ maps emotional awareness and interpersonal skills, which makes it a starting point for leadership-development conversations rather than a hiring score. JobCannon offers all three free with no per-candidate cost, where traditional providers bill per person per assessment. Use personality tests as 20-30% of hiring decisions alongside interviews and skills assessment.
How to Use Personality Tests in Hiring
Personality Profiles by Role
Software Developer▼
Sales Manager▼
Customer Support▼
Creative Director▼
Data Analyst▼
Start Assessing Candidates
Share the Big Five test link with your next candidate. 50 questions, 4 minutes, instant results. $0 per candidate.
FAQ
Are personality tests legal to use in hiring?▼
Yes, in most jurisdictions, when used correctly. Key rules: 1) Use validated instruments (Big Five, DISC — not BuzzFeed quizzes), 2) Apply consistently to all candidates for the same role, 3) Use as ONE input alongside interviews, skills tests, and references — never as sole criterion, 4) Ensure tests don't disparately impact protected groups, 5) In the UK: comply with Equality Act 2010. In the US: comply with ADA and EEOC guidelines.
Which personality test is best for hiring?▼
Big Five (OCEAN) is a well-established choice for hiring. Research shows: Conscientiousness is a valid predictor of job performance across the occupations studied, and Emotional Stability (low Neuroticism) also predicts overall work performance. Agreeableness is linked to teamwork, and Extraversion to success in managerial roles, though neither predicts overall job performance (Barrick, Mount & Judge, 2001). DISC is useful for team fit. EQ adds modest incremental validity over cognitive ability and Big Five in people-management and customer-facing roles (Joseph & Newman, 2010).
What Big Five traits predict job performance?▼
Conscientiousness is the Big Five trait most consistently linked to job performance across jobs (r=0.22 in the Barrick & Mount, 1991 meta-analysis of 117 studies; the 2001 follow-up by Barrick, Mount & Judge reached the same conclusion). Other traits matter in specific roles: Extraversion for managerial jobs and Agreeableness for teamwork.
How do I avoid bias when using personality tests in hiring?▼
Key safeguards: 1) Define required traits BEFORE seeing candidate results, 2) Use the same test for all candidates, 3) Weight personality results at max 20-30% of the overall decision, 4) Focus on job-relevant traits only (don't penalize introversion for a coding role), 5) Have multiple assessors review results, 6) Document your criteria and decisions.
Can candidates game personality tests?▼
Yes, social desirability bias is real — candidates may answer how they think you want. Mitigation: 1) Use forced-choice formats where possible, 2) Look for inconsistencies across subscales, 3) Use tests as conversation starters in interviews ("Your results show high Openness — tell me about a time you innovated"), 4) Big Five is harder to fake than simpler tests because of its nuanced subscales.