Free Personality Test

From a career perspective, an understanding of your personality type can help you find and pick roles that work for you, in organisations that you enjoy being in. When a role matches your personality type and plays to your strengths, you are more likely to succeed.

For example, roles vary in the level of collaboration, specialisation, reflection, analysis, structure, and creativity. Each of these elements are aligned to personality traits. If you know your personality traits, you can determine how much a role will allow you to be yourself.

When there is a gap between your personality and the role, you are likely to ‘mask’ your true self to progress and as a result use more energy and potentially head towards burnout. You may not deliver your best work and it’s likely that your stress levels will increase.

At the same time, we note that few people are able to find a perfect match role, and few roles will always be perfect. What’s important is to recognise to what extent you are able to be yourself in the role.

We all know that not everyone thinks, behaves and works in the same way. The idea behind personality types is that there are some ‘ways of being’ that are common. In particular, there are ways of how we relate to other people and the world around us, how we think and make decisions and how we organise our lives.

Understanding how you ‘fit’ into a personality model, will increase your own self-awareness and will help you make your own assessment of other people that you work with. From this you will gain insight into why other people behave the way they do.

Over the past 100 years, there has been considerable progress at defining what types of personality exist. In the work environment, this is most commonly discussed using the ideas of Jung, further developed by Isabel Myers and Katharine Briggs (commercialised as MBTI). Other models include the True Colors profiling system which is based on the Keirsey Termprement Sorter (KTS).

At Higher.Work, our assessment is based on the ideas of Jung extended by Myers and Briggs. However we do not offer the official MBTI assessment and we have no affiliation with any organisation(s) who publish or hold rights to the MBTI® assessment. The MBTI® assessment has a charge of $49.95 and can be found here (https://www.mbtionline.com/en-US/Products/For-you)

Personality types influence much of what you do in life. From your relationships, to hobbies, to work. Some personality assessments provide a broad explanation of personality types against all these dimensions. Some are more focused on specific areas.

At Higher, we focus on the career implications of personality types. You will probably spend around 4.5 million minutes at work in your career. Our ambition is to help you make the most of this massive investment in your life. To do this, we provide a range of assessments (including personality, leadership and teamwork) with simple explanations that provide some insight to your profile.

Our assessments have been written with a no jargon / low jargon approach. The Personality Type feedback includes tools to help you think about jobs that might work for you, your preferred work environment, interview questions that you might want to use, as well as other career considerations.

Personality assessments can infer key career attributes, such as your leadership style or how you like to work in teams. To some extent they can also identify key values that you hold important. However, we believe that these areas are better understood by focused assessments that address these areas directly.

So, beyond the personality assessment, we also offer free Leadership and Teamwork assessments, as well as a Values Assessesment. These help you explore how you influence others and the sort of work that gets you working at your best.

In combination these different assessments provide a more complete description of you than any one assessment by itself.

One of the challenges of doing a personality assessment is that whilst the findings can be insightful, they can be pushed aside as ‘life gets in the way’. Within a few months of carrying out an assessment, the ideas are left behind as you continue in your career.

We recommend an approach of using your personality (and other) assessments to help build your own personal portfolio, which captures examples of activities, discussions, initiatives that you have carried out. We provide the tools to do this which deliver incremental value as your career progresses.

In all good recruitment conversations, the recruiter is looking for an employee that will be full engaged, and the candidate is looking for a company and role where they fit. Your personality has a signficant influence in this discussion.

We recognise that it can, however, be difficult to introduce the ideas from your personality assessment into a career conversation – with a recruiting company or agency, for example. To simplify this, each of our assessments captures the core attributes of your profile into a ‘profile’ card.

We bring all your cards together into a simple document - the Character Map – which you can use alongside a CV in career discussions.

In short, no personality assessment will never be 100% accurate. You need to bear in mind that the assessment is a model – a way of representing and explaining complex concepts. As such, it will only go so far to explain who you are.

You should also be aware that many people have to ‘mask’ their true personality to fit into their current role and current organisation. Not only is this one of the causes of burnout, but it also can make interpreting your personality assessment more complicated.

Most roles have personality types that are, in general, better suited to them. For example analyst roles typically require someone with a rational, inquisitive mindset, with a desire to get the 'truth'. Customer facing roles typically require someone who likes working with others, developing social networks with who has high empathy. Understanding your personality profile can help steer you towards roles where you are more likely to be fulfilled.

However, be aware that the same job title, or same role can have vastly different requirements for different organisations operating in different markets, with different products / services. Equally, the same role title can refer to very different roles depending on the culture of the company, team and the leadership style of the manager. The power of personality assessments is that it gives you areas to probe during the interview process to help you ascertain whether a role is for you.

In combination these different assessments provide a more complete description of you than any one assessment by itself.