If you're an HR professional, People Ops leader, or team manager evaluating personality assessments, you've probably noticed there's no shortage of options. The challenge isn't finding an assessment — it's finding the right one for your specific needs.
After years of working with teams across industries, we've seen what works and what doesn't. This guide cuts through the noise to help you make an informed decision. We'll compare the six most popular workplace assessments, explain when each one makes sense, and share our honest recommendation.
The short answer: For most workplace teams, we recommend DISC. It's easy to understand, focuses on changeable behaviors rather than fixed traits, takes just 15-25 minutes, and doesn't require expensive certifications. But the right choice depends on your goals — so let's dig into the details.
In This Guide
Quick Comparison: The Top 6 Assessments
Before we dive deep into each assessment, here's how they stack up on the metrics that matter most. We've rated each on ease of use (how simple it is to understand and apply) and scientific validity (how well-researched and reliable the assessment is).
| Assessment | Ease of Use | Scientific Validity | Time | Cost | Best For |
|---|---|---|---|---|---|
DISCRecommended | 15-25 min | $$ | Team communication | ||
Big Five | 35-45 min | $$$ | Academic research | ||
MBTI | 20-30 min | $$ | Conversation starters | ||
CliftonStrengths | 30-45 min | $ | Employee engagement | ||
Hogan | 45-60 min | $$$$ | Executive leadership | ||
Enneagram | 15-20 min | $ | Personal development |
Why We Recommend DISC for Most Teams
You might be wondering why we'd recommend an assessment that scores lower on scientific validity than options like the Big Five or Hogan. The answer comes down to practical application.
DISC measures behaviors, not fixed personality traits. This is a crucial distinction. Your DISC profile represents your behavioral "home" — your natural tendencies and comfort zone. But unlike personality traits, behaviors can change with awareness, training, and practice. This makes DISC inherently more actionable in a workplace setting.
The 4-quadrant model is genuinely easy to understand. We've seen teams struggle to remember and apply the 16 MBTI types or 34 CliftonStrengths themes. With DISC, there are four primary styles — Dominance, Influence, Steadiness, and Conscientiousness — that anyone can grasp in a single meeting. When you need more depth, DISC offers 12+ sub-types (like Di, Sc, or Id) for more granular insights.
No certification required. Many assessments require expensive training programs before you can even administer them. With DISC, any team lead or HR professional can facilitate a productive discussion using the results. This dramatically lowers the barrier to getting value from the assessment.
The DISC Framework
4 primary types + 12 sub-types for when you need more depth
Research with DISC-informed management teams has shown meaningful improvements in customer satisfaction and team communication. The assessment takes just 15-25 minutes to complete, and results are immediately applicable to everyday work situations.
That said, DISC isn't the right choice for every situation. Let's look at when each assessment makes the most sense.
DISC Assessment
Our recommendation for most teamsDISC measures four observable workplace behaviors: Dominance (how you approach problems), Influence (how you interact with others), Steadiness (how you respond to pace and consistency), and Conscientiousness (how you approach rules and procedures).
What makes DISC particularly effective is its focus on how people act rather than who they are. A high-D person isn't inherently "aggressive" — they simply tend toward direct communication and quick decision-making. Understanding this helps teams adapt their communication styles rather than making character judgments.
The framework offers 4 primary types with 12+ sub-types for those who want more nuance. Test-retest reliability is strong (.85-.88 for Everything DiSC by Wiley), meaning results are consistent over time. The assessment typically costs $73-90 per person, with completion taking just 15-25 minutes.
Strengths
- • Easy to understand and apply immediately
- • No certification required
- • Focuses on changeable behaviors
- • Quick 15-25 minute completion
Limitations
- • Less academic research than Big Five
- • Doesn't measure cognitive abilities
- • Some versions lack normative data
Best for: Team communication, conflict resolution, manager training, sales teams, new hire onboarding
Big Five (OCEAN)
The Big Five model — measuring Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism — is the gold standard for academic personality research. It's backed by 50+ years of peer-reviewed studies, with test-retest reliability between 70-90%. Meta-analyses consistently show that Conscientiousness predicts job performance across virtually all occupations.
So why don't we recommend it for most workplace teams? Two reasons.
First, it measures Neuroticism — essentially emotional instability. In a research context, this is valuable data. In a workplace context, imagine telling your colleague they scored high on neuroticism. That's not exactly a team-building conversation. The language of the Big Five wasn't designed for workplace discussions.
Second, results require interpretation expertise. The full NEO-PI-R assessment takes 35-45 minutes and requires Level S qualifications (typically a master's degree in psychology) to administer properly. This creates barriers to practical application.
Our take: The Big Five is excellent for academic research and clinical settings. For typical workplace team building, behavioral assessments like DISC are more practical and conversation-friendly.
Best for: Academic research, clinical settings, situations requiring the most defensible research foundation
MBTI (Myers-Briggs)
The Myers-Briggs Type Indicator is probably the most recognizable personality assessment in the world. It assigns people to one of 16 personality types based on four dichotomies: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. You've likely heard someone describe themselves as an "INTJ" or "ENFP."
MBTI's popularity is undeniable — 88% of Fortune 500 companies use it. The assessment creates an accessible common language for discussing personality differences, which has real value for self-awareness and team conversations.
However, organizational psychologists remain deeply skeptical. A landmark study found that approximately 50% of test-takers receive a different four-letter type when retaking the assessment just five weeks later. That's a significant reliability problem.
The Myers-Briggs Company itself explicitly states that MBTI should never be used for hiring decisions. This isn't a minor disclaimer — it's a core principle from the publisher.
Strengths
- • Highly recognizable and conversation-friendly
- • Good for self-reflection
- • Extensive materials available
Limitations
- • 50% get different results on retest
- • Forces continuous traits into boxes
- • Publisher prohibits hiring use
Best for: Icebreakers, self-reflection exercises, creating initial personality awareness in casual settings
CliftonStrengths (Gallup)
Gallup's CliftonStrengths assessment takes a different approach: instead of measuring personality dimensions, it identifies your top talent themes from a list of 34. The philosophy is rooted in positive psychology — focus on what people do well rather than fixing weaknesses.
The strengths-based framing resonates with many organizations, and Gallup's research claims teams focusing on strengths are 12.5% more productive with employees 6x more likely to be engaged. The assessment is accessible at $24.99 for your Top 5 strengths or $59.99 for the full 34.
The main challenge is practical application. With 34 possible themes, team discussions can become complex. Additionally, the tool deliberately ignores weaknesses, which some critics argue provides an incomplete picture. Most validation research comes from Gallup itself rather than independent sources.
Best for: Employee engagement initiatives, strengths-based coaching conversations, team building workshops with a positive psychology focus
Hogan Assessments
Hogan offers arguably the most comprehensive workplace personality system available. It consists of three complementary instruments: the Hogan Personality Inventory (HPI) for "bright side" personality, the Hogan Development Survey (HDS) for "dark side" derailer behaviors, and the Motives, Values, Preferences Inventory (MVPI) for core drivers.
The HDS is particularly unique — it's the only validated assessment that specifically measures the 11 behaviors that can derail careers when people are under stress, fatigued, or not self-monitoring. Research shows high-performing managers score significantly lower on certain derailers, and those matching optimal profiles are 3x more likely to succeed in higher roles.
The combined predictive validity of .54 for job performance dramatically outperforms structured interviews (.18) or single-instrument approaches. Over two-thirds of Fortune 100 companies are Hogan-certified.
The catch? Certification runs $2,900-$3,050 for the four-day workshop, with individual assessments adding more cost. This investment makes sense for executive coaching and leadership development, but it's overkill for most team building needs.
Best for: Executive coaching, leadership development programs, high-potential identification, and situations where the investment per participant justifies premium tools
Enneagram
The Enneagram describes 9 personality types based on core motivations, fears, and desires. Unlike behavior-focused tools, it attempts to explain why people act as they do — potentially offering profound personal insight when accurate.
The system has additional complexity through "wings" (adjacent types that influence your core type), instinctual variants, and levels of development. This depth appeals to many practitioners and creates a devoted community.
However, we need to be direct about the scientific limitations. A 2021 systematic review found "mixed evidence of reliability and validity," with factor analysis typically finding fewer than 9 factors in the data. In a poll of 101 APA doctoral-level psychologists, the Enneagram received a mean score of 4.14 out of 5 on the "probably discredited" scale.
Important: If you use the Enneagram, position it as a personal growth framework rather than a validated assessment tool. Never use it for any selection, evaluation, or high-stakes personnel decisions.
Best for: Personal growth contexts, spiritual development settings, informal self-discovery — not recommended for formal workplace assessment programs
Other Assessments Worth Knowing
Beyond the six major assessments above, several other tools address specific needs:
Predictive Index
Gaining significant traction with its remarkably fast 6-8 minute completion time and modern talent optimization platform. Over 5.7 million assessments were completed in 2024. Built on 70 years of research with strong third-party validation.
16PF
Measures 16 primary factors with exceptional granularity. Over 2,700 published research articles support its framework. Best for comprehensive leadership assessment, but the complexity requires significant training to interpret meaningfully.
HEXACO
Adds a sixth factor — Honesty-Humility — to the Big Five framework, uniquely predicting counterproductive workplace behaviors and ethical decision-making. Completely free through hexaco.org with no certification requirements.
Belbin Team Roles
Specifically designed for team composition, measuring 9 complementary team behaviors rather than general personality. Includes 360-degree observer assessments. Great for building balanced teams with complementary strengths.
How to Choose: Match the Assessment to Your Goal
The best assessment depends entirely on what you're trying to achieve. Here's a quick reference:
Notice how DISC appears most frequently. That's not because it's the most scientific tool — it's because it hits the sweet spot of being easy to implement, easy to understand, and immediately applicable to everyday work situations.
Implementation Best Practices
Whichever assessment you choose, how you implement it matters as much as which tool you select. Here are the key principles we've seen separate successful programs from wasted investments:
Don't "dump and run"
The most damaging mistake organizations make is administering assessments without follow-up. Assessment results without coaching, action planning, or integration into ongoing development waste resources and can actually damage trust if employees feel labeled and forgotten.
Use for development, not selection
Even MBTI's publisher explicitly prohibits selection use. Best Buy, CVS, and Target have all faced EEOC actions for improper use of personality tests in hiring. The safest approach: use assessments for development conversations, never as the primary factor in hiring decisions.
Ensure trained interpretation
Complex instruments like Hogan and 16PF require certification for good reason — misinterpretation can mislead development planning. Even simpler tools like DISC benefit from skilled facilitation to maximize insight and prevent superficial typing.
Integrate into ongoing work
The real value of personality insights comes from daily application — referencing styles before difficult conversations, adapting communication in meetings, building teams with complementary strengths. One-off assessment events rarely create lasting change.
The Test Is Just the Beginning
Here's the truth most assessment providers won't tell you: the real value isn't in the assessment itself — it's in what happens after. Most teams take a test, have one discussion, and then forget the results within weeks.
Crystal's platform is built on the belief that personality insights should inform how you work together every day. Our Team platform gives you ongoing access to team dynamics dashboards, communication playbooks for every colleague, meeting prep with personality insights, and AI integration that brings coaching into your daily tools.
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