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The text argues that companies still apply these tools to support recruitment and onboarding decisions, especially for junior executives, by screening strengths, weaknesses, and development potential. It introduces well-known models such as BIP, B5T, MBTI, Reiss Profile, and DISC, and points readers to sources and free practice versions, emphasizing that tests should be complemented with observation and conversations.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/general-personality-type-tests-why-human-resources-use-them-personality-tests-and-major-models/293053/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/general-personality-type-tests-why-human-resources-use-them-personality-tests-and-major-models/293053.png","ImageObject",300,407,{"name":92,"@type":93},"Hazel","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-19","2026-09-17",true,{"@type":102,"interactionType":103,"userInteractionCount":19},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"Why do human resources use personality type tests despite their limitations?","Question",{"text":112,"@type":113},"Personality type tests attempt to compare character traits, but they cannot rely on a single measurable factor. They are still used to support recruitment decisions and appraisal, especially when choosing candidates who fit job needs and team dynamics.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What is the BIP test and what does it measure?",{"text":117,"@type":113},"The Bochum Business-Focussed Inventory of Personality was developed in the 1990s by businesses and the Ruhr University of Bochum. It measures 17 personality characteristics across four personality groups aimed at identifying traits useful for relevant jobs.",{"name":119,"@type":110,"acceptedAnswer":120},"How does the B5T (OCEAN) personality test work?",{"text":121,"@type":113},"The B5T summarizes five basic personality dimensions—openness, conscientiousness, extraversion, agreeableness, and neuroticism—plus three basic motivations. 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However, it is not possible to use a single factor to measure personalities. Therefore, these tests are regularly not designed objectively, and are subject to the interpretations of the persons responsible for their assessment which is also the case with classic interviews. Why are these tests then still being used to assist human resources? Especially when selecting junior executives, decisions are being made with the help of certain psychological criteria. The new employees should not only be able to work to a very high standard, but also have a personality which works well with the team and the company. It’s therefore understandable that companies such as Deutsche Post AG, Deutsche Bahn AG and Deutsche Lufthansa , for example, use the Assessment Centre method for the selection of personnel. It is also about filtering out personal strengths and weaknesses as well as offering suitable development opportunities. However, decision makers use this aid for better appraisal of new candidates. There are various personality type tests used by companies for you to try in order to be prepared for this kind of situation. The most well-known tests are for example the BIP test, the B5T personality type test, the MBTI, the Reiss Profile and the DISC model. Many of the aforementioned tests are also available for you to try for free.  \nFurther information and sources  \n[https://karrierebibel.de/psychotest-uebersicht/](https://karrierebibel.de/psychotest-uebersicht/)  \n[https://www.soft-skills.com/persoenlichkeitsmodelle-persoenlichkeitstests/](https://www.soft-skills.com/persoenlichkeitsmodelle-persoenlichkeitstests/)  \n[BIP Test](BIP Test) – [Bochum Business-Focussed Inventory of Personality](Bochum Business-Focussed Inventory of Personality)  \nThe Business-Focussed Inventory of Personality test was already developed in the 1990s as a collaboration of businesses and the Ruhr University of Bochum’s Psychology Faculty. The BIP aims to detect those traits of a personality which are useful for the relevant job. It measures 17 personality characteristics which belong to 4 personality groups. Nevertheless, additional observations, information and conversations should always be used to complement the test. Alongside the Big Five , the BIP testis a worthwhile addition to checking realistic, business-relevant personality traits. It is, however, only available commercially.  \nFurther information and sources:  \n[http://www.typentest.de/blog/2015/02/das-bochumer-inventar-zur-berufsbezogenen](http://www.typentest.de/blog/2015/02/das-bochumer-inventar-zur-berufsbezogenen)  \npersonlichkeitsbeschreibung-bip/  \n[http://www.persoenlichkeitstest.org/anbieter/bip.php](http://www.persoenlichkeitstest.org/anbieter/bip.php)  \nBig Five – B5T Personality Test  \nSince 2010 the B5T from Dr. Lars Satow has counted among the most frequently-applied psychological personality tests in the German-speaking region. The test summarises the five basic personality dimensions as well as the three basic motivations: “The need for recognition and achievement”,“the need for influence and power” and “the need for security and peace”. The five dimensions are openness, conscientiousness, extraversion, agreeableness and neuroticism – also known as the OCEAN test. In addition there is also a control scale which validates the “honesty of answers to questions”. The B5T is designed for self assessment and assessment of others and offers the opportunity to bring different characters out in a team. The test is also designed for the selection of leadership roles, as it exposes emotional resilience and openness to risk.  \nYou can try this free version of the B5T test yourself:  \n[https://www.psychomeda.de/online-tests/persoenlichkeitstest.html](https://www.psychomeda.de/online-tests/persoenlichkeitstest.html)  \n[Further inform","cbCaieNjCBIozlwq","https://ap.wps.com/l/cbCaieNjCBIozlwq","pdf",142907,"English","# Personality type tests in HR\n## Why companies still use them\n## Common personality models (BIP, B5T, MBTI)\n## MBTI test basics and free options\n## BIP test development and purpose\n## Further information and sources","[{\"question\":\"Why do human resources use personality type tests despite their limitations?\",\"answer\":\"Personality type tests attempt to compare character traits, but they cannot rely on a single measurable factor. They are still used to support recruitment decisions and appraisal, especially when choosing candidates who fit job needs and team dynamics.\"},{\"question\":\"What is the BIP test and what does it measure?\",\"answer\":\"The Bochum Business-Focussed Inventory of Personality was developed in the 1990s by businesses and the Ruhr University of Bochum. It measures 17 personality characteristics across four personality groups aimed at identifying traits useful for relevant jobs.\"},{\"question\":\"How does the B5T (OCEAN) personality test work?\",\"answer\":\"The B5T summarizes five basic personality dimensions—openness, conscientiousness, extraversion, agreeableness, and neuroticism—plus three basic motivations. It also includes a control scale to validate the honesty of answers and supports both self-assessment and evaluation of others.\"}]","General Personality Type Tests - Why Human Resources Use Them - Personality Tests and Major Models | PDF",1789658983]