There are various personality tests in use. In particular, tests that are based, to a greater or lesser extent, on Dr. Carl Jung’s personality theory are gaining increasing popularity among managers and executives. Why are personality tests so popular? What does Jung’s personality theory entail? And how can you implement personality tests within your company? In this article, we’ll discuss all these aspects of personality testing.
Why use a personality test?
More and more companies are administering
personality tests as part of their hiring process. Personality tests are designed to reveal the true character of a potential employee. After all, during a job interview, someone might present themselves as better than they really are. A personality test can reveal whether someone is actually suited for the position and whether they’re a good fit for the company. After all, a good match can reduce employee turnover and increase productivity.
| Advantages of personality tests |
Possible disadvantages |
| Objective insights into candidate profiles |
Risk of labeling and bias |
| Better match between the role and the candidate’s personality |
Snapshot; personality can change |
| Enhanced team dynamics and collaboration |
Not always scientifically substantiated |
| Lower costs due to reduced employee turnover |
May limit diversity in teams |
Jung’s theory of personality
Jung introduced his personality theory in his book *Psychological Types*. He bases this theory on four psychological functions: thinking and feeling (rational functions) and sensation and intuition (irrational functions). In addition, he distinguishes two fundamental life attitudes: introversion and extraversion. According to Jung, every person has a dominant life attitude and a primary function that define them as a specific personality type.
Jung’s Four Psychological Functions
Jung categorized the human psyche based on four fundamental functions that determine how we process information and make decisions:
| Function |
Type |
Characteristics |
| Thinking |
Rational |
Logic, analysis, objective assessment |
| Feeling |
Rational |
Values, emotions, subjective assessment |
| Perception |
Irrational |
Sensory perception, concrete information |
| Intuition |
Irrational |
Possibilities, patterns, subconscious insights |
The 8 Jungian personality types:
- The extroverted thinking type
- The Introverted Thinking Type
- The Extraverted Feeling Type
- The Introverted Feeling Type
- The Extraverted Sensing Type
- The Introverted Sensing Type
- The extroverted intuitive type
- The Introverted Intuitive Type
Practical Recognition of the 8 Jung Types
Each personality type has specific characteristics that are recognizable in everyday life and in the workplace:
| Personality Type |
Core Characteristics |
Suitable for roles |
| Extraverted Thinking Type |
Practical, goal-oriented, organized |
Management, consulting, project management |
| Introverted Thinking Type |
Theoretical, reflective, in-depth |
Research, analysis, strategic planning |
| Extroverted Feeling Type |
Social, harmonious, empathetic |
HR, sales, customer service |
| Introverted Feeling Type |
Value-driven, loyal, caring |
Healthcare, nonprofit, coaching |
| Extraverted Sensing Type |
Action-oriented, flexible, hands-on |
Sales, marketing, event management |
| Introverted Sensing Type |
Practical, reliable, detail-oriented |
Administration, accounting, technology |
| Extroverted, intuitive type |
Innovative, inspiring, visionary |
Entrepreneurship, creative industries |
| Introverted Intuitive type |
Creative, independent, forward-thinking |
Design, writing, strategic consulting |
Definitions
To understand personality theory, it is important to define the terms mentioned as Jung intended them.
Introvert versus Extrovert
According to Jung, an introvert focuses on their inner world of experience, whereas an extrovert’s outlook on life is more focused on the outside world.
The Thinking Type versus the Feeling Type
The thinking type acts based on reason, while the feeling type acts from the heart.
The Sensing Type versus the Intuitive Type
The sensing type is guided by external sensory stimuli, while the intuitive type is guided by indefinable feelings from within.
Common Misunderstandings About Jung’s Concepts
Jung’s terminology is often misinterpreted in modern personality tests. Here are the key differences between Jung’s original intent and contemporary interpretations:
Important:
Jung’s introversion and extraversion are not about being shy or social, but about where a person draws their energy from and where they direct it. An introverted person can be very social, but draws energy from inner reflection.
Dominant life stance supported by a primary function
As mentioned above, the different life attitudes and functions can be viewed as opposites. According to Jung, one life attitude is always dominant. In addition, there is a primary function, secondary functions, and a lower, less developed function. Take, for example, the introverted thinking type. For this type, introversion is the dominant life stance, thinking is the primary function, sensation and intuition are the secondary functions, and feeling is the lower, underdeveloped function.
Jung’s Function Hierarchy System
Jung developed a complex system in which each person has a unique hierarchy of functions:
| Function Level |
Role in Personality |
Degree of Development |
| Dominant Function |
Strongest point, natural preference |
Highly developed |
| Auxiliary function |
Supports the dominant function |
Moderately developed |
| Tertiary function |
Used less consciously |
Limitedly developed |
| Inferior function |
Weakest point, source of stress |
Underdeveloped |
What does Jung think of personality tests?
Jung introduced his personality theory as a model for categorizing different individuals for the purpose of providing psychotherapy. It was never his intention to use his model to label people. If he knew that his theory was being used to categorize people based on simple questionnaires, he would not have agreed with that. Although he speaks of opposites in his theory, he did not believe that people always fall at the extreme left or right of the spectrum. Rather, the goal of psychotherapy is to find a harmonious balance between the various attitudes and functions.
Jung’s Warnings About the Use of His Theory
Carl Jung warned on several occasions against misinterpreting his work:
“It would be a great mistake to think that there are only as many psychological types as I have described. There are as many different types as there are people.”: Carl Jung
Is a personality test based on Jung’s theory right for your company?
There are various personality tests based, to a greater or lesser extent, on Jung’s ideas. You can choose from the Myers-Briggs Type Indicator, the Management Team Roles Indicator, the Type Dynamics Indicator, the Jungian Type Indicator, Insights Discovery, and the Golden Personality Type Profiler. The drawback of these tests is that they are based on a theory not intended for selecting employees based on their personality. The results are often snapshots that are useful for gaining some insight into the personality of (potential) employees, but they lack a scientific foundation. With such personality tests, you miss the mark when it comes to the purpose of administering a personality test.
Overview of Popular Jung-Based Tests
These tests are popular in corporate settings, but each has its own advantages and disadvantages:
| Test |
Focus |
Scope of Application |
Scientific Basis |
| Myers-Briggs (MBTI) |
16 personality types |
Team building, career counseling |
Limited |
| Insights Discovery |
Color Psychology |
Communication, Sales |
Moderate |
| DISC Assessment |
Behavioral Styles |
Leadership Development |
Moderate |
| Jungian Type Indicator |
Original Jungian Theory |
Psychotherapy, coaching |
Theoretical |
The Big Five Personality Test: Highly Recommended
If you’d like to incorporate a personality test into your recruitment process for potential employees, it’s best to choose a professional and scientifically valid test such as the
Big Five Personality Test. The Big Five Personality Test uses
five dimensions to assess a person’s personality, namely:
- Extraversion/Introversion
- Agreeableness
- Conscientiousness
- Emotional Stability/Neuroticism
- Openness to Experience
Why the Big Five Is Superior to Jung-Based Tests
The scientific basis of the Big Five makes it a more reliable tool for personnel selection:
| Aspect |
Jung-based tests |
Big Five |
| Scientific validation |
Limited research |
Extensively validated |
| Predictive value |
Low to moderate |
High for work performance |
| Cultural validity |
Western context |
Validated worldwide |
| Test-retest reliability |
Variable |
Highly consistent |
Practical implementation of personality tests
For organizations looking to implement personality tests, these are the key considerations:
Step-by-step implementation plan:
Step 1:
Define clear objectives for using the test
Step 2:
Choose a scientifically validated test such as the Big Five
Step 3:
Train HR staff to interpret results correctly
Step 4:
Integrate the test as part of a broader selection process
Step 5:
Regularly evaluate effectiveness and make adjustments as needed
Frequently Asked Questions
Can personality tests lead to discrimination?
Yes, this risk exists. Tests can unintentionally disadvantage certain groups. That’s why it’s essential to use only validated tests and to combine the results with other selection criteria.
How often does a person’s personality change?
Research shows that personality is relatively stable but can change due to life events and conscious development. Tests therefore provide a snapshot in time, not a lifelong prediction.
Can employers require personality tests?
This depends on local legislation. In many countries, this is permitted, provided the test is relevant to the position and forms part of a fair selection process.
What is the difference between Jung’s types and modern assessments?
Jung developed his theory for therapeutic purposes, not for personnel selection. Modern assessments such as the Big Five have been specifically developed and validated for organizational contexts.
Can Jung-based tests be useful for team development?
These tests can offer valuable insights for team building and awareness, but use them as a supplement and not as the basis for important HR decisions.
Conclusion
Implementing a personality test in the selection process for potential employees can be an effective method for recruiting people who are a good fit for a position and within the company. A good match can reduce employee turnover and increase productivity.
Key Recommendations:
Opt for science:
Use the Big Five Personality Test instead of Jung-based tests for HR decisions
Combine methods:
Use personality tests as part of a broader selection process
Invest in training:
Ensure HR staff know how to interpret results correctly
Stay critical:
Regularly evaluate the effectiveness of your assessment strategy
It is better to choose a scientifically validated test such as the Big Five Personality Test rather than a test based on Jung’s personality theory.
Floor Hendriks