We provide psychological testing for businesses to improve hiring decisions, team dynamics, leadership development, and overall productivity. Business personality tests can be valuable and effective and, if done correctly, can improve morale and retention. A company may give a personality test for managers to understand what development opportunities to provide, or corporate personality tests may be given to applicants to slot them into roles where they can be most successful. We also do leadership testing and personality testing for teams.
Why Psychological Testing for Businesses 
The top reasons why a company may choose to give corporate personality tests include
1. Hiring the Right Talent
- Psychological testing for businesses helps identify candidates whose personality aligns with the job role and company culture.
- It reduces turnover by ensuring a good fit for the position.
2. Enhancing Team Collaboration
- Psychological testing helps companies understand different personality types and improves communication and teamwork.
- It helps managers assign tasks based on strengths and work styles.
3. Leadership Development
- Psychological testing for businesses identifies leadership strengths and areas for improvement.
- It helps tailor training programs for future managers and executives.
4. Improving Employee Engagement & Productivity
- Employees who work in roles that align with their personalities are more motivated and productive.
- This helps managers provide personalized feedback and career growth opportunities.
5. Reducing Conflict & Enhancing Workplace Culture
- Psychological testing for businesses helps employees understand each other’s differences and work styles.
- It encourages a more inclusive and understanding work environment.
6. Psychological Testing for Businesses Supports Career Development
- Psychological testing for businesses helps employees gain insights into their strengths, helping them grow professionally.
- It can be used to guide promotions and internal mobility within the company.
Business Personality Tests
Based on the list above, here are the business personality tests we might choose from
1. Business Personality Tests for Hiring
- Big Five Personality (OCEAN Model) – Assesses conscientiousness and agreeableness linked to job performance.
- DISC Personality – Helps determine communication styles and work behaviors that are useful for team roles.
- Predictive Index (PI Behavioral Assessment) – Measures behavioral drives to predict job fit.
2. Business Personality Tests for Enhancing Team Collaboration
- DISC Personality Test – Helps understand team members’ interaction styles.
- Belbin Team Roles – Identifies how individuals contribute to a team (e.g., leader, strategist, implementer).
- MBTI (Myers-Briggs Type Indicator) – Useful for understanding how different personalities work together.
3. Business Personality Tests for Leadership Development
- CliftonStrengths (Gallup StrengthsFinder) – Identifies leadership strengths and potential.
- Hogan Personality Inventory – Predicts leadership effectiveness and potential derailers.
- Emotional Intelligence (EQ-i 2.0) – Helps leaders improve self-awareness, empathy, and decision-making.
4. Business Personality Tests for Engagement & Productivity
- CliftonStrengths – Focuses on maximizing individual strengths for better performance.
- Intrinsic Motivation Assessment – Helps understand what motivates employees.
5. Reducing Conflict & Improving Workplace Culture
- Thomas-Kilmann Conflict Mode Instrument (TKI) – Identifies conflict resolution styles.
- MBTI & DISC – Useful for understanding personality differences and improving communication.
6. Supporting Career Development
- Hogan Development Survey – Identifies strengths and potential career derailers.
- Strong Interest Inventory – Helps employees explore career paths based on interests and personality.
Corporate Personality Tests by Industry
Different industries benefit from specific methods based on their unique demands. Here’s a breakdown by industry:
1. Corporate & Finance Corporate Personality Tests
- Big Five Personality – Assesses conscientiousness, emotional stability, and agreeableness, which are key in high-stakes decision-making.
- Hogan Personality Inventory – Predicts leadership effectiveness and workplace behavior.
- CliftonStrengths – Helps professionals maximize strengths for productivity and leadership.
Why?
- These industries require analytical, risk-conscious, and detail-oriented individuals.
- Leadership and strategic thinking are essential for career growth.
2. Technology & IT Corporate Personality Tests
- MBTI (Myers-Briggs) – Helps identify problem-solving and innovation styles.
- DISC Personality – Useful for improving teamwork in agile development environments.
- Predictive Index (PI Behavioral Assessment) – Analyzes behavioral drives to fit job roles.
Why?
- The tech industry values creativity, logical thinking, and teamwork for project-based work.
- Personality insights help with developer communication and leadership development.
3. Healthcare & Medical Professions
- Emotional Intelligence (EQ-i 2.0) – Measures empathy and interpersonal skills.
- Hogan Development Survey – Helps identify stress responses and burnout risks.
- Big Five Personality– Evaluates traits like conscientiousness and agreeableness, critical for patient care.
Why?
- Healthcare requires high emotional intelligence, teamwork, and stress management.
- Ensuring staff can handle high-pressure situations is crucial.
4. Sales & Marketing Corporate Personality Tests
- DISC Personality – Identifies communication and persuasion styles.
- MBTI (Myers-Briggs) – Helps understand decision-making processes in sales and marketing.
- CliftonStrengths – Identifies natural talents in sales and leadership.
Why?
- Sales and marketing rely on persuasion, adaptability, and relationship-building.
- Understanding team and customer personality dynamics improves sales strategies.
5. Retail & Customer Service Business Personality Tests
- DISC Personality – Helps assess interpersonal skills and customer interaction styles.
- Emotional Intelligence (EQ-i 2.0) – Essential for handling customers effectively.
- Big Five Personality – Ensures employees fit well with service-oriented roles.
Why?
- Employees must be customer-focused, adaptable, and good at conflict resolution.
- High emotional intelligence leads to better customer experiences.
6. Entrepreneurship & Startups Business Personality Tests
- Entrepreneurial Mindset Profile (EMP) – Measures risk-taking, resilience, and innovation.
- CliftonStrengths – Helps entrepreneurs understand their leadership and strategic strengths.
- Hogan Personality Inventory – Predicts leadership potential and business decision-making.
Why?
- Entrepreneurs need vision, risk tolerance, and problem-solving skills.
- Personality insights help with business strategy, hiring, and scaling.
7. Engineering & Manufacturing Corporate Personality Tests
- Big Five Personality – Ensures attention to detail, conscientiousness, and problem-solving ability.
- MBTI (Myers-Briggs) – Helps in identifying analytical vs. intuitive thinking approaches.
- CliftonStrengths – Useful for identifying leadership strengths in operations.
Why?
- These fields require precision, analytical thinking, and leadership in project execution.
- Understanding personality types improves team efficiency and innovation.
8. Creative Industries Business Personality Tests
- MBTI (Myers-Briggs) – Helps identify creative thinking styles.
- CliftonStrengths – Highlights strengths in storytelling, vision, and execution.
- Enneagram Personality – Provides deeper insight into creative motivation and work styles.
Why?
- Creative professionals need innovation, adaptability, and a deep understanding of emotions.
- Personality insights help build stronger creative teams and workflows.
Leadership Selection Personality Test for Managers Case Example
A fast-growing tech startup was struggling with leadership gaps as it expanded. The company needed to promote new leaders from within the organization, but it faced challenges in choosing the right people. The traditional promotion criteria (e.g., seniority and technical expertise) weren’t always aligned with the qualities needed for leadership roles, like communication skills, emotional intelligence, and adaptability. They called us and felt that our psychological testing for businesses would be a good fit.
Implementing a Personality Test for Managers for Leadership Selection
The HR team decided to use the Hogan Personality Inventory and CliftonStrengths to assess candidates’ leadership potential as part of the leadership selection process.
- Hogan Personality Inventory (HPI)—This personality test for managers measures normal personality traits, such as sociability, ambition, and leadership potential. It helps assess candidates’ leadership effectiveness and ability to deal with challenges.
- CliftonStrengths – This personality test for managers identifies natural talents in areas like strategic thinking, influencing, and relationship-building, which are key traits for leaders in a high-pressure tech environment.
Personality Test for Managers Process
- Step 1: Identifying Candidates
HR selected a pool of mid-level managers and senior employees who had shown leadership potential but lacked formal leadership experience. - Step 2: Administering the Tests
All candidates completed the Hogan Personality Inventory, a personality test for managers that measures leadership capabilities and responses to stress and challenges. CliftonStrengths, a personality test for managers used to identify core strengths and how they could contribute to the leadership team. - Step 3: Analyzing Results
The HR team and external consultants analyzed the results from each personality test for managers. They identified that candidates with high levels of ambition, emotional stability, and a visionary mindset (as indicated by Hogan) were more likely to succeed in leadership roles. Additionally, those with strengths in strategic thinking and relationship-building (as shown by CliftonStrengths) were better suited to managing cross-functional teams and inspiring others. - Step 4: Providing Development Opportunities
Candidates who showed potential on a personality test for managers but lacked some key leadership traits (e.g., low emotional intelligence or difficulty with stress management) were provided with leadership development programs. These included emotional intelligence training, conflict resolution workshops, and mentorship from senior leaders.
The Results
- Improved Leadership Effectiveness
The leadership team was more cohesive, with each leader playing to their strengths. The tech startup’s new leaders were more effective at driving innovation, managing teams, and navigating challenges. - Reduced Turnover & Increased Engagement
Employee turnover decreased because the company promoted individuals who were not only good managers but also inspiring leaders. Engagement scores among teams led by new leaders were higher, as employees felt more supported and motivated. - Better Alignment with Company Goals
Thanks to the alignment between their natural strengths and the company’s evolving needs, the right leaders were now in place to steer the company through its next phase of growth.
Key Takeaways
- A personality test for managers, like Hogan Personality Inventory and CliftonStrengths, can help identify leadership potential in candidates who may not have been selected through traditional methods.
- These tools help align leadership qualities with the company’s goals, enhancing team dynamics, productivity, and long-term success.
- The use of a personality test for managers allows for more data-driven decision-making, leading to more confident and effective leadership selections. Executive coaching strategies can now be uniquely tailored,
This example shows how a technology company used our psychological testing for businesses service to identify future leaders, ensure they fit the company’s culture and challenges, and provide them with tailored development to succeed.
Corporate Personality Tests for Performace and Engagement Case Example
A global retail company with thousands of employees across multiple regions wanted to invest in employee development to improve performance, engagement, and retention. They found that many employees were unsure of their career paths or lacked clarity on their strengths and potential. The company also faced challenges in fostering a diverse leadership pipeline and improving internal communication and teamwork.
The HR team realized they needed a way to:
- Identify employees’ unique strengths and development needs.
- Offer personalized development plans based on individual traits.
- Support employees in reaching their full potential within the company.
We introduced how our psychological testing for businesses service would meet their needs, and we implemented the plan detailed below.
The Solution: Implementing Corporate Personality Tests
To guide development, the HR department implemented CliftonStrengths and Emotional Intelligence (EQ-i 2.0), two cornerstone business personality tests.
- CliftonStrengths – Focused on identifying natural talents in employees. The company could offer personalized development opportunities, such as leadership training or customer service workshops, by understanding individual strengths.
- Emotional Intelligence (EQ-i 2.0) – Used to assess emotional quotient (EQ), which is crucial for improving interpersonal skills, conflict management, and team collaboration. Employees with high EQ were identified for leadership and customer-facing roles, while others were offered development programs to enhance their emotional intelligence.
The Process
- Step 1: Rollout and Employee Participation
The company introduced the corporate personality tests to employees during their annual performance review. Participation was voluntary but encouraged as a tool for personal and professional growth. Employees across all levels of the organization were invited to take the assessments. - Step 2: Administering the Tests
Employees took both the CliftonStrengths and EQ-i 2.0 tests, which were hosted online. These corporate personality tests took about 30-45 minutes, and results were shared with participants in individual feedback sessions. - Step 3: Personalized Development Plans
Based on the results, HR worked with managers to create individual development plans (IDPs) for each employee. These plans focused on:- Strengths Development: Employees were encouraged to build on their top strengths (e.g., strategic thinking, relationship-building, or innovation) and apply them more effectively in their roles. Leadership coaching was offered through our sister company, Performance Psychology Group.
- Emotional Intelligence Enhancement: Employees with lower emotional intelligence were given targeted training, such as stress management, empathy exercises, and communication workshops.
For example:
- An employee identified as having strong relationship-building strengths and a high emotional quotient was placed in a role that involved mentoring new hires and customer relations, allowing them to develop their natural talents further.
- A manager with a low emotional self-regulation score from the EQ-i 2.0 assessment was enrolled in a leadership coaching program to help them manage stress and improve emotional control during high-pressure situations.
- Step 4: Ongoing Monitoring and Feedback
The company also implemented quarterly follow-up sessions with employees and their managers to track progress. These meetings reviewed how employees applied their strengths in their roles and how their emotional intelligence improved. Additional support, such as mentorship or coaching, was offered if needed.
The Results
- Increased Employee Engagement
Employees who understood their strengths and received tailored development opportunities felt more invested in their roles. Engagement scores across the company increased by 18%, as employees felt recognized and supported in their career development. - Higher Retention Rates
Employees who participated in the program were 20% more likely to stay with the company for longer, as they felt their career development was a priority for the organization. - Improved Leadership Pipeline
The company identified a stronger pool of leadership candidates who demonstrated the technical skills and emotional intelligence necessary for managing teams and handling customer relationships. Employees participating in the development program were more likely to be promoted to managerial positions. - Better Team Collaboration
Teams became more cohesive as employees learned to leverage their strengths and improve their interpersonal dynamics. Communication and conflict resolution also improved, particularly within cross-functional teams.
Business Personality Tests: Key Takeaways
- CliftonStrengths and Emotional Intelligence testing allowed the company to create more personalized, targeted development plans that improved employee performance and satisfaction.
- These corporate personality tests focused on skills development and helped employees grow emotionally and relationally, crucial traits for leadership and teamwork.
- The company saw tangible benefits, such as increased engagement, better leadership, and a stronger retention rate.
This example illustrates how our psychological testing for businesses services can be used to customize employee development programs, leading to personal and organizational growth.
Summary and Our Work
We provide psychological testing for businesses of all sizes and stages of evolution. These services are uniquely tailored to your company’s needs, so we will design the unique psychological testing battery with your help. Business personality tests can become a part of your employee recruitment, retention, and engagement plans. They can also help you put people in the best positions for their success and your company’s success.
Whether you are looking for a personality test for managers who are already working, assessments for those you might hire, or a corporate evaluation plan for everyone, please contact us or schedule a consultation anytime.
