WSIB Claims Management and HR Assistance for Employers
  • About
  • Services
    • Disability Management >
      • WSIB Claims Management
      • WSIB Appeals
      • STD Claims Adjudication
      • Medical Management
      • The WSIB's NEER Program
    • HR On-Demand >
      • Employee Policy Book
    • Legislation Compliance >
      • DIY Packages
      • AODA Legislation >
        • Integrated Accessibility Standard Regulation >
          • DIY Package AODA Integrated Standard >
            • Samples DIY AODA Integrated Standard Package
        • Customer Service Standard >
          • AODA CSS Requirements
          • DIY Package AODA Customer Service Standard >
            • Samples DIY AODA Customer Service Standard Package
      • Harassment, Violence, and Sexual Harassment Legislation >
        • DIY Package Bill 168
        • Samples DIY Bill 168 Package
    • Health & Safety Solutions >
      • Auditing Your Program
  • Contact
  • Blog
  • About
  • Services
    • Disability Management >
      • WSIB Claims Management
      • WSIB Appeals
      • STD Claims Adjudication
      • Medical Management
      • The WSIB's NEER Program
    • HR On-Demand >
      • Employee Policy Book
    • Legislation Compliance >
      • DIY Packages
      • AODA Legislation >
        • Integrated Accessibility Standard Regulation >
          • DIY Package AODA Integrated Standard >
            • Samples DIY AODA Integrated Standard Package
        • Customer Service Standard >
          • AODA CSS Requirements
          • DIY Package AODA Customer Service Standard >
            • Samples DIY AODA Customer Service Standard Package
      • Harassment, Violence, and Sexual Harassment Legislation >
        • DIY Package Bill 168
        • Samples DIY Bill 168 Package
    • Health & Safety Solutions >
      • Auditing Your Program
  • Contact
  • Blog

Four Popular Personality Tests for Employees

3/19/2015

0 Comments

 
Increasingly, Canadian businesses are asking their employees and potential hires to participate in some kind of personality testing. These can be a tool to assist in:
  • Training and developing your existing staff
  • Improving communication between team members with different work styles
  • Determining if a job applicant is a good "fit" for your company or a particular role
  • Morale-boosting and team building activity

Here's a quick look at some of the most commonly used personality tests in workplaces across Canada:
DiSC Profile ChartSource: www.discprofile.com
The DiSC Model of Behavior was first proposed by Harvard physiological psychologist William Mouton Marston in 1928. He was interested in using practical explanations to help people understand and manage their experiences and relationships. (Source) 

The DiSC test will determine which of these quadrants best matches your personal style and is most likely to be your natural behavioural choice:



  • Dominance: Person places emphasis on accomplishing results, the bottom line, confidence
  • Influence: Person places emphasis on influencing or persuading others, openness, relationships
  • Steadiness: Person places emphasis on cooperation, sincerity, dependability
  • Conscientiousness: Person places emphasis on quality and accuracy, expertise, competency 

PictureSource: www.hbdi.com
Herrmann Brain Dominance Instrument (HBDI)

The Herrmann Brain Dominance Instrument is a system to measure and describe thinking preferences in people, developed by General Electric's William "Ned" Herrmann in 1976. Building on the pioneering brain research of Sperry, MacLean, Bogen and Gazzanaga, Hermann determined that the brain has 4 distinct and specialized structures. (Source)

First working with EEG scans and eventually questionnaires, Hermann identified 4 distinct types of thinking, each roughly corresponding to one of the brain structures: 
(Source)
​

  • A. Analytical thinkers enjoy collecting data, understanding how things work, judging based on facts
  • B. Sequential thinkers enjoy following directions, detail oriented work, step-by-step problem solving
  • C. Interpersonal thinkers enjoy expressing ideas, sensory input, and group interaction
  • D. Imaginative thinkers enjoy challenging assumptions, creative problem solving, big picture ideas

Myers-Briggs Type Indicator (MBTI)

The Myers-Briggs Type Indicator builds on the theories of Carl Jung and allows people to be categorized into 16 distinctive personality types based on their preferences in each of the 4 dichotomies specified in Jung's theory. (Source)

Isabel Briggs Myers and her mother Katharine Briggs created a psychometric questionnaire that delineates a person's preferences in these 4 areas, which was first published in 1962:
  • Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).
  • Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N).
  • When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F).
  • In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).

Note: We recommend a book called "Do What You Are" by Paul Tieger and Barbara Barron-Tieger, which applies Myers-Briggs theory to the workplace. You can learn more at www.personalitytype.com
PictureSource: www.strengthsalchemy.com
Strengthsfinder 

Donald O. Clifton, Marcus Buckingham, and the team at the Gallup Organization introduced the first version of their online personality assessment, Strengthsfinder, in the 2001 management book Now, Discover Your Strengths: How To Develop Your Talents and Those of People You Manage.

The group determined that there are 34 distinct strengths that a person can have and their tool determines which of the 34 are your top 5 talents. 

Their theory advocates that businesses ensure that teams and departments should be well-rounded and intentionally include people with a wide variety of strengths and that individual employees should be encouraged to further develop their strengths, rather than their areas of weakness.

Strengthsfinder theory continued to be applied in Strengths Based Leadership: Great Leaders, Teams, and Why People Follow by Tom Rath and Barry Conchie. They grouped the 34 unique themes into 4 areas: Relationship Building, Influencing, Executing, and Strategic Thinking.


Conclusion

Do you use personality tests in your workplace? Do you find them a valuable hiring tool or do you use them exclusively for training and development purposes? Share your thoughts in the Comments.

Are you having any challenges with your employees that you would benefit from some advice from experienced HR professionals? Why not contact Anna Aceto-Guerin, CHRL at anna@clearpathemployer.com or (519) 624-0800 today?

We'd love to connect with you!
0 Comments



Leave a Reply.

    RSS Feed

    Categories

    All
    AODA
    Bill 168/Workplace Violence
    Clear Path
    Equality
    Events/Occasions
    Health & Safety
    Hiring/Firing
    HR Topics
    Mental Health & Wellness
    NEER
    Policies
    Social Media
    WSIAT
    WSIB

    Archives

    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    November 2016
    September 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014
    December 2013
    November 2013
    October 2013
    September 2013
    August 2013
    July 2013
    June 2013
    May 2013
    April 2013
    March 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    September 2012
    August 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012
    January 2012

Clear Path Employer Services
295 Thompson Drive, Unit 2
Cambridge, Ontario  N1T 2B9

T:  (519) 624-0800
T:  (888) 336-0950
F:  (519) 624-0860
E:  info@clearpathemployer.com
Website created by:
Absolutely Business
Copyright 2017
Staying Connected:
  • Contact Us
  • Subscribe  to our Emails
  • Careers/Job Openings ​
 Services:
  • ​WSIB/WCB Claims Management
  • HR on Demand​
  • Workplace Health & Safety
  • Legislation Compliance​​​
​ Hear More About Us: 
  • Testimonials
​Spread the Word:
  • ​Referral Program
​Policies and Information:​
  • Privacy Statement
  • Terms and Conditions​​