We don’t describe our assessments as ‘personality tests’ because there are no right or wrong answers to our questionnaires. We prefer to call them ‘personality assessments’ because they are designed to help individuals learn more about themselves and others, through scientifically proven and research-driven insights that support both personal and professional development.

Some people feel uncomfortable with the idea that something as intangible as 'personality' can be measured with scores and results. The argument in favor of psychometric assessment is that when used for selection or recruitment, it is much fairer than more traditional methods such as interviews, where unconscious bias can determine the fate of a candidate. Instead, a psychometric, or psychological measurement introduces a degree of objectivity based on years of research and development by academics and psychologists working in the field.

Simply put, because they work. Our assessments are proven to:

• Improve individual and interpersonal effectiveness
• Enhance teamwork and organizational performance
• Improve staff performance, morale and retention
• Support career direction for students and in later life
• Increase objectivity in staff selection and development

When used effectively, they also increase the transparency, speed and quality of line-management decisions about people, ensuring that best practices are more readily transferred from HR processes into action. They contribute to effective talent identification, leadership development, team building and driving organizational change.

Our tools can assess personality style, preferences and overall competence for a particular job or role. Depending on what exactly you want to measure and why, our assessments can be used for development or selection, and are usually accompanied by other types of assessment, such as an interview or a group exercise. In general, a respondent is asked to complete a multiple-choice questionnaire, either online or on paper. A qualified practitioner will often then provide a report to the respondent, and discuss and validate their results during a structured feedback session.

Two factors are absolutely vital in ensuring fairness: accuracy and ethical practice. All our assessment have been developed on a well-respected theoretical basis, then checked for accuracy via an extensive validation and improvement process. This accuracy is measured by accepted industry standards of reliability and validity. We actively promote the ethical use of all our assessments, based around a set of unshakeable principles:

• Practitioners should be qualified to interpret the results of the assessment.
• A feedback or interpretation session for respondents is always recommended to validate their results.
• Assessments should not be used for the wrong application or for something they cannot measure.
• They do not tell the whole story about a person, and should always be used in conjunction with other measures.

To become certified to use one of our instruments, you can attend a certification program run by The Myers-Briggs Company or by one of our authorized partners. Our partners provide us with details on who attends their certification programs so that we are able to confirm their ability to purchase assessments. In addition, all customers wishing to purchase assessments that carry requirements are asked to complete a Purchase Eligibility Form in which you list the certification courses you’ve attended.

No, none of our assessments are free. If you are considering taking a free test, it is very unlikely to have any measure of validity or reliability, or to provide any meaningful insight. We do offer the MBTI assessment online for a modest cost, which is designed for individuals looking to develop greater understanding of themselves and others