Choosing the right career and personal development test can sometimes be confusing. We’ve summarized the purposes and insights offered by globally recognized career and personality tests such as Belbin GetSet, MBTI, NEO Pi-R, WISC-V, DISC, Holland, and Hogan in an article. Our goal is to help you understand the function of each test and assist you in making the most accurate selection. You may consider evaluating multiple tests to gain a more comprehensive understanding of your professional inclinations.
Characteristics to Look for in a Career Test
No single career test is suitable for everyone. Different tests serve different purposes, so finding the right one depends on what you aim to achieve. Research-based tests can provide unique insights into your inherent strengths, motivations, personality traits, and the most satisfying career types for you. The most suitable career test for you will depend on your goals and where you are in your career journey. Several factors should be considered when assessing the quality of a career test:
- Reliability: The reliability of a career test depends on the legitimacy of the institution that created the test and the reliability of the test itself. The test should be based on modern psychological research and tested for reliability and accuracy. Results based solely on an individual’s perception can be misleading and manipulated by personal biases. Therefore, tests designed to include feedback from external sources like friends, family members, or colleagues through 360-degree assessment methods offer more objective and reliable outcomes.
- Cost/Value: High-quality career tests that are entirely free are rare, but a good career test should be priced appropriately to the value it offers. A valuable test should provide actionable insights that help you understand your career potential and take necessary steps to enhance your career satisfaction.
- Personalization: The best career tests offer in-depth analysis of test results and personalized coaching and interpretation sessions for individual career planning. This approach helps the individual develop practical steps tailored to their career goals and effectively use the test results in their personal development journey.
- Ease of Use: The test questions should be easy to understand and respond to, making the test accessible to most adults. Longer tests in the career testing world are not necessarily better, so look for tests that can be completed in less than 30 minutes.
Belbin GetSet
Belbin GetSet, developed by Dr. Meredith Belbin in 1981 at Henley Management College affiliated with Cambridge University, is an assessment tool designed for youths aged 13-23. This program helps young people discover their team roles and individual talents, understand themselves and their behaviors better, thereby boosting their confidence and enabling them to express themselves positively. The 360-degree assessment feature reveals how youths are perceived by their close circles such as teachers, friends, and family members, contributing to their development in areas like social skills and self-confidence. The nine team roles include inventor, initiator, orchestra conductor, team player, analyst, driving force, implementer, perfectionist, and specialist; each helps youths determine how they can be most effective within a team and which areas they can develop, shaping their career paths more consciously.
DISC (Dominance, Influence, Steadiness, and Conscientiousness)
The DISC assessment, typically designed for adults and widely used in professional and corporate settings, also has versions adapted for children and young adults. These adaptations help 16-18-year-old young adults and college students with career planning and social skills development. The children’s versions are designed to help them understand their personality traits, communication styles, and interactions with others. Developed by William Moulton Marston in 1928, DISC analyzes behavior and communication styles, helping individuals understand themselves and their interactions with others better. DISC reports detail individuals’ behavioral traits, cooperation, and leadership skills, providing career compatibility recommendations and contributing to personal and professional development.
Hogan Personality Inventory (HPI)
The Hogan Personality Inventory (HPI), developed by Dr. Joyce and Dr. Robert Hogan in the 1980s, is a tool that assesses individuals’ personality traits in the business world, particularly focusing on leadership potential, job performance, and workplace fit. Designed for professional workers and managerial candidates, this test series is widely used in human resources processes such as recruitment, leadership development, team building, and career management. The test analyzes an individual’s workplace behavior, strengths, potential risk areas, personality traits, development areas, leadership capacity, and team fit. The Hogan Career Test report offers employers the opportunity to best assess the potentials of their employees and minimize potential workplace risks, playing a critical role in strategic human resources decisions.
Holland Codes or Holland RIASEC Theory
The Holland Codes or Holland RIASEC Theory, developed by John L. Holland in the 1950s, relates individuals’ career choices and job satisfaction to their personality traits. This theory categorizes work environments and professions into six different personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Each type offers specific preferences and inclinations that significantly affect individuals’ success and satisfaction at work. The Holland Career Test, designed for high school seniors, college students, and adults, is ideal for those looking to plan their careers. The test identifies personality traits and vocational interests, helping individuals understand in which work environment they would be happiest and most productive. This framework is widely used in career counseling and educational planning.
Myers-Briggs Type Indicator (MBTI)
The Myers-Briggs Type Indicator (MBTI), based on Carl Jung’s psychological type theory and developed by Katharine Briggs and Isabel Briggs Myers in the 1940s, can be applied to individuals aged 14 and above. MBTI assesses how people perceive the world and their psychological preferences in decision-making processes across four dichotomous categories (Introversion/Extroversion, Intuition/Sensing, Thinking/Feeling, Judging/Perceiving), attributing one of sixteen different personality types to individuals. Globally, particularly in the workplace, MBTI is widely used to understand the effects of personality types on recruitment, team dynamics, and career planning, helping individuals understand their motivations, preferences, and potential career paths.
NEO Pi-R (NEO Personality Inventory-Revised)
The NEO Pi-R (NEO Personality Inventory-Revised), developed by Paul Costa and Robert McCrae in the late 1970s and designed for individuals aged 17 and above, analyzes the five major personality dimensions (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) in detail. This test is particularly used in academic research, career counseling, and psychotherapy. The report includes an analysis of personality factors, career compatibility, and personal development recommendations, offering explanations based on individuals’ levels and strengths in each dimension. NEO Pi-R enables individuals to deeply understand their personality traits and make career guidance based on this information.
WISC-V (Wechsler Intelligence Scale for Children-V)
The WISC-V (Wechsler Intelligence Scale for Children-V), developed by David Wechsler in 1949 and updated in 2014, measures children’s general intelligence and five main cognitive domains (Verbal Comprehension, Visual-Spatial, Fluid Reasoning, Working Memory, and Processing Speed). This test, aimed at children aged 6-16, is used by schools and psychological assessment centers to evaluate children’s cognitive abilities and potential learning difficulties. The report provides detailed information about children’s learning profiles and special education needs, helping educators and parents better understand children’s educational and learning requirements.
