Personality tests have become a widely used tool in the hiring process across many organizations, offering insights that go beyond technical skills and qualifications. Popular assessments such as DISC, Myers-Briggs, and the Big Five help employers evaluate a candidate’s behavioral tendencies, decision-making styles, and interpersonal dynamics. While these tests are valuable, it’s crucial that they align with the specific traits and requirements of the role being filled. When used effectively, personality tests can provide a deeper understanding of how well a candidate will fit into a company’s culture and how they will navigate the unique challenges of the job. However, to get the most out of these assessments, it’s essential to focus on the traits that directly impact the role’s success, ensuring the evaluation is meaningful and relevant to the demands of the position.
At MSP Hire, we utilize personality tests alongside cognitive tests to evaluate how well a candidate aligns with our clients’ core values, culture, and work practices. We also use these assessments to identify candidates—particularly those without direct MSP experience—who can excel in a customer-centric environment and manage the unique demands of working in an MSP setting.
Below are the key personality traits we look for in candidates that indicate they will generally be a good fit for an MSP environment. Note that these traits do not include those that are specific to our clients’ culture and core values:
- Empathy: Do they demonstrate a genuine effort to understand clients’ needs and frustrations?
- Diplomacy: Can they remain calm and reassuring when managing upset clients?
- Creativity: Are they capable of thinking outside the box when solving a problem?
- Process-Oriented: Do they respect and follow rules and processes that are critical to our line of business?
- Commitment to Quality: Are they dedicated to delivering high-quality work consistently?
- Perseverance: Can they stay motivated when facing difficult situations?
- Independence: Are they able to solve problems without needing constant help from colleagues?
- Adaptability: Are they comfortable dealing with changes and shifting priorities?
- Relationship-Driven: Are they focused not only on solving technical problems but also on building long-term, positive relationships with clients and colleagues?
At MSP Hire, we use personality tests only as a guide to assess a candidate’s potential to adapt and thrive in an MSP environment. We never disqualify candidates based solely on their personality test results, and neither should you. Having an insight into a candidate’s personality helps us create a thoughtful and efficient interview. For example, if the results of a candidate’s personality test show that they are shy, and the role they have applied for is customer-facing, we will ask them questions about how they overcome their shyness to thrive in a situation involving new people.
It’s important to remember that these tests are not perfect; some candidates may tailor their answers to align with what they think employers want, so the results don’t always reflect their true personality. A candidate’s genuine qualities often come to light during interviews. Asking scenario-based questions or inquiring about real-life experiences can reveal their true attributes.
Remember, personality tests are just one tool; understanding the candidate, through conversations and practical evaluations, is the most effective way to ensure a candidate will be a great fit for your organization.