The best professional personality tests

This test is based on both Carl Jung's theory of personality types (MBTI), combined with the Big Five model of personality traits. It identifies 16 distinct types, each based on preferences for extroversion/introversion, logical/intuitive reasoning, rational/emotional decision-making and structured/spontaneous organisation

• Validity and reliability   : The 16 personalities test is based on two well-known models in the world of MBTI + Big Five psychometrics. Although the first is a controversial model, it is still widely used by HR professionals.
• Ease of use: It's free, with no training and a very clear narrative report, which associates the individual with one of the 16 personality types.
• Cultural adaptability: The test, developed by NERIS Analytics Limited, is available in 49 languages, making it accessible to an international audience.
• Target audience: People who want to discover their strengths and weaknesses.

Central Test's BF5 test is based on the Big Five personality model, a widely recognised and scientifically validated approach. The test assesses five main dimensions: openness to experience, conscientiousness, extraversion, agreeableness and neuroticism. Each dimension is measured through specific behaviours and attitudes, providing a comprehensive overview of personality.

• Validity and reliability: Based on the most recognised scientific model in the psychometric world (Big Five), the BF5 guarantees reliable and relevant results.
• Ease of use: A free demo is available to test its use and get an idea of the user experience. The reports are detailed and help to understand the essential characteristics of a candidate.
• Cultural adaptability: The BF5 test is available in several languages. Based on the Big 5 model, it is adapted for use in a variety of cultural and professional contexts.
• Target audience: HR professionals seeking to assess the personality traits of candidates for specific positions, as well as individuals wishing to better understand their own personality and their interactions with others.

The Everything DiSC DISC test (Wiley) assesses four main dimensions: Dominance, Influence, Stability and Compliance. This model helps to understand the behavioural preferences of individuals in a professional context, making it easier to anticipate their communication style and interactions.

• Validity and reliability: DISC tests have not been shown to predict work performance because their validity is low. However, the assessment has high reliability, which means that an individual will consistently obtain the same result over time.
• Ease of use: The interface is intuitive, with clear, detailed visual reports that make it easy to understand the results. A demo version is available so you can try out the process and assess its relevance to your needs.
• Cultural adaptability: Designed to be used in a variety of professional contexts, the DISC test is available in several languages and takes cultural differences into account to offer an assessment adapted to each environment.
• Target audience: HR managers looking to identify the communication styles of their teams and managers wanting to better understand team dynamics.

AssessFirst's Drive test measures an individual's deep-seated motivations in a professional context. It focuses on what drives each person to make a commitment and excel. Drive identifies the key motivators, such as the search for challenges, autonomy or the need for recognition, to assess the match between the candidate's profile and the company.

• Validity and reliability: Based on proven psychometric models (Big Five), the Drive test measures motivational needs and predicts commitment to work.
• Easy to use: can be completed in 10 minutes, with visual reports and recommendations to maximise team engagement and well-being.
• Cultural adaptability: Available in several languages and based on international references, this test is suitable for multicultural teams.
• Target audience: HR directors and managers wishing to identify the levers of motivation to stimulate commitment, encourage retention and optimise performance.

The Echo professional personality test is distinguished by its multidimensional approach, combining the Big Five models and McClelland's needs theory to offer an in-depth assessment of personality, motivations and relationships at work. By going beyond simple behavioural analysis, this test explores key aspects of performance at work, such as commitment, adaptability and influence. Scientifically validated, it provides a detailed understanding of talents and areas for development, while offering more precise indicators for predicting professional success.

• Validity and reliability: Based on the most solid psychometric models and tested to current standards, Echo guarantees relevant and predictive results.
• Ease of use: The test takes just 12 minutes to complete. The accuracy and depth of the results make Echo one of the most comprehensive tools for understanding behaviour in the workplace. Training is offered and is necessary to make full use of the results. A free demo is available so that you can experience a part of the candidate experience.
• Cultural adaptability: Adapted to a variety of professional contexts, the test can be used in many different working environments. Available in 25 languages and regularly updated.
• Target audience: HR professionals, managers and consultants who want to assess the essential soft skills of candidates and employees to optimise recruitment and talent development.

The Hogan Personality Inventory (HPI), developed by Hogan Assessments, evaluates personality in a professional context by focusing on the positive traits that contribute to workplace performance. This assessment is designed to identify qualities that influence success in organizations, such as sociability, initiative, and emotional stability. The HPI centers on personal characteristics that support a productive and collaborative work environment.

• Validity and reliability: Backed by over 30 years of research, the HPI is scientifically validated to predict job performance and relies on an extensive behavioral database. Its insights are highly relevant for recruitment, talent management, and leadership development.
• Ease of use: The assessment is quick to administer (15–20 minutes) and produces clear, actionable reports that help recruiters assess a candidate’s potential. Training is available to support the interpretation of results and to provide practical, development-oriented recommendations.
• Cultural adaptability: The HPI is available in over 30 languages and is regularly updated to ensure relevance across diverse cultural contexts.
• Target audience: Ideal for HR professionals looking to identify high-potential talent, and for managers seeking to deepen their understanding of team dynamics and enhance collective performance.

The High Potential Trait Indicator (HPTI), developed by Thomas International, is designed to assess an individual’s personality traits to determine their suitability for high-potential roles. Based on six key dimensions—conscientiousness, emotional adjustment, curiosity, risk approach, ambiguity acceptance, and competitiveness—the HPTI helps identify both individual strengths and areas for development.

• Validity and reliability: The HPTI is psychometrically validated for professional use, though it is built on relatively recent indicators within the field of assessment science.
• Ease of use: Comprising 78 items, the HPTI is short and efficient (approximately 10 minutes to complete), and delivers detailed, user-friendly reports that support interpretation and development planning.
• Target audience: The tool is designed for HR professionals and managers focused on identifying and developing high-potential talent within their teams or organizations.

More than just a personality test, Idonéo is an assessment tool designed to measure the alignment between an individual’s behavioral competencies and the specific requirements of a given role. It evaluates key performance drivers such as adaptability, priority management, and decision-making, helping identify candidates who are not only likely to thrive in their roles but also contribute actively to collective success. Idonéo assesses both the individual’s potential and their ability to proactively support organizational goals.

• Validity and reliability: Developed from extensive research in occupational psychology—including frameworks like the Big Five, IDEAC, and McClelland’s theory of needs—Idonéo is validated for its capacity to match individuals with roles and workplace environments.
• Ease of use: The assessment takes approximately 15 minutes to complete. It is intuitive and candidate-friendly, with detailed and personalized reports. Training is available to ensure optimal interpretation of results. A free demo featuring pre-built contextual scenarios is also available for onboarding and trial use.
• Cultural adaptability: Idonéo is available in 20 languages and can be adapted to the cultural nuances of international organizations, making it a versatile solution for global and multicultural environments.
• Target audience: Designed for recruiters and HR professionals seeking to fine-tune their talent selection process, as well as for managers aiming to improve the fit between their teams’ profiles and role expectations.

The SHL Motivation Questionnaire (MQ) is grounded in a theoretical framework that integrates several motivational psychology models. This tool is designed to identify what drives an individual to perform at their best, while also uncovering the work environments that enhance both productivity and well-being. It explores various motivation domains such as recognition, autonomy, challenge, and teamwork.

• Validity and reliability: The MQ is based on rigorous research and empirical data, and is widely recognized as a psychometric tool capable of predicting the alignment between an individual's motivational drivers and the demands of a role.
• Ease of use: The questionnaire takes 15–20 minutes to complete and includes 144 statements grouped into 18 motivational scales. It provides detailed, easy-to-interpret reports that support both selection and development decisions.
• Cultural adaptability: Available in multiple languages and regularly updated, the MQ is suitable for use in diverse, multicultural organizational contexts.
• Target audience: Designed for HR professionals and talent managers looking to align individual motivations with organizational culture and job requirements, supporting both engagement and performance optimization.

The PAPI (Personality and Preference Inventory), developed by Talogy, is a personality assessment tool designed to explore an individual’s motives and behaviors in the workplace. It helps organizations understand how a person is likely to respond to various work situations, particularly in areas such as initiative-taking, collaboration, and stress management.

PAPI provides insight into the behavioral preferences that influence an individual’s performance and adaptability within an organizational environment.

• Validity and reliability: The PAPI is based on decades of scientific research and is recognized for delivering reliable and relevant results in the context of workplace assessment.
• Ease of use: The assessment takes 20 to 30 minutes to complete and provides customizable reports tailored to different audiences, including recruiters, managers, and candidates.
• Cultural adaptability: Available in over 30 languages, the PAPI is designed to ensure cross-cultural relevance and usability in international and multicultural environments.
• Target audience: Intended for HR professionals and managers seeking to better understand employees and enhance team performance through deeper insight into individual preferences and work styles.

The Sosie 2nd Generation, developed by TalentLens, is a personality and values inventory designed to assess an individual’s motivations, behavioral style, and preferences in a professional setting. Unlike traditional personality tests, the Sosie uniquely combines personality traits with personal values, providing a more holistic view of the factors that drive engagement, motivation, and fit with organizational expectations.

• Validity and reliability: Grounded in a robust methodology and supported by decades of psychometric research, the Sosie delivers accurate and consistent results that are highly relevant for recruiters and managers.
• Ease of use: The assessment takes 30 to 40 minutes to complete. It generates detailed reports highlighting the candidate’s strengths and development areas. A certification or training is required to ensure proper interpretation and practical application of the results.
• Cultural adaptability: Available in multiple languages, the Sosie 2nd Generation is designed to adapt to diverse cultural contexts, ensuring both global relevance and cross-cultural validity.
• Target audience: Ideal for HR professionals and consultants seeking to evaluate soft skills and cultural fit, as well as for managers looking to better understand team dynamics and individual motivations.