6 personality tests to know how you are

Personality tests are very important in the clinical, work and educational environment. Let’s get to know some of them and their characteristics.

Reviewed and approved by the psychologist Elena Sanz on November 05, 2021.

Last update: 05 November, 2021

Personality tests are tests that use characteristic patterns that regulate people’s behavior in specific contexts. They are often used for clinical, work, or just personal purposes. As expected, there are many types of personality tests, which use different methodologies and have greater or lesser validity.

Most of us have a general idea of ​​what personality is. It is usually defined as the traits or qualities that make it possible to differentiate one person from another. This is generally what personality tests try to identify, only that they do it through systematic and objective tools. Let’s see 6 of the most used.

Best personality tests

Before teaching you the types of personality tests, you should first know that these are usually classified into two groups: self-report inventory testing and projective testing. In the first case, the patient reads a series of questions and chooses the answer that he considers most appropriate. Although it is not without limitations, experts endorse its use.



In the second case, the patient is offered ambiguous scenes or objects that he must subjectively interpret. There are many types, although perhaps the best known is the Rorschach inkblot test. It also has limitations, although researchers approve of its results in some settings.

With this assessment as a prelude, you are ready to know the best personality tests. We have prepared five of them that correspond to the categorization we have given.

1. Myers-Briggs indicator

Most personality tests were designed several decades ago, and over time they were strengthened to achieve greater “diagnostic precision”.

Also known by its acronym in English as MBTI, is one of the most popular personality tests. The indicator was built on the basis of Jung’s theories, although it reinterprets some of his ideas. For example, the test ranks people into some of the 16 personality types.

It is a very popular test in the workplace and even at school. Broadly speaking, it classifies people around 4 dimensions: Extrovert-Introvert, Sensory-Intuitive, Rational-Emotional, Qualifier-Perceptual. The 16 suggested personalities emerge from the possible combinations. It does so with reference to the 16 suggested personalities. Some of these are:

  • Visionary.
  • Adviser.
  • Idealistic.
  • Supervisor.
  • Supplier.
  • Interpreter.
  • Inspector.
  • Champion.
  • Commander.

As you can see, they are categories that are related to the work environment, in part because that was the goal of their creators (Katharine Briggs and Isabel Myers). They basically try to categorize the way you make decisions and interpret the world. The test consists of 93 questions in total.

2. Minnesota Multiphasic Personality Inventory

It is also known by its acronym in English as MMPI. It is one of the most used tools in the clinical environment to catalog people or psychopathological disorders. Its second version has been received with considerable acceptance among experts, although its third version has been available since 2020.



Depending on the model chosen, the test consists of between 567 and 335 true and false questions. The scales vary according to the version or edition of the test, although in general they can measure depression, hypochondria, hysteria, paranoia, schizophrenia, social introversion, masculinity and femininity, and other items.

3. Rorschach test

It is also known as a Rorschach inkblot test. It is a projective test that is well known in popular culture, primarily thanks to movies and cartoons. Although everyone thinks of her when associating a personality test, the truth is that at present it is one of many.

It is true that at the time of its publication, in 1921, the test was very popular with all psychologists; with special emphasis on psychoanalysts. The original test consisted of 10 sheets that were ambiguous or without apparent structuring. The test is recognized by the American Psychological Association (APAfor use in clinical practice.

4. Questionnaire of 16 personality factors

It is also known as 16PF for its acronym in English. The original version was created by Raymond Cattell, Herbert Eber and Maurice Tatsuoka in 1949, although several modifications have been made since then. It was designed to measure the typical personality, not to catalog or determine pathologies.

The current version is made up of 185 items, which are answered in an average of 40 to 45 minutes. It is recommended only for those over 16 years of age and is used frequently in work environments. It catalogs the subject in some of the 16 personalities and in 5 general dimensions (extraversion, anxiety, toughness, independence and self-control).

There are several editions of the questionnaire, each one designed to better suit the profile of the test taker. It has a great reputation and is used in some cases in forensic contexts.

5. Thematic apperception test

Most of these psychological evaluations must be done in controlled environments. This in order to ensure that the results are reliable.

It is also known as TAT ​​for its acronym in English. It was designed by Henry Murray and Christiana Morgan in the 1930s as a projective test. The test consists of showing the patient a series of cards with ambiguous objects, actions or scenes.

With all this, the patient must build a story that is oriented to describe what happened before, what is happening now, how the characters feel and how the story ends. Murray used 20 cards in his practices, although they can be used from 5 to 31. Among other things, it is used to:

  • Explore the patient’s feelings.
  • Connect with emotional conflicts.
  • Inquire about their life experiences.
  • Evaluate some psychological conditions.
  • Select candidates for certain job positions.

6. Personality test of the Big Five model

Although it is not a test in itself, the big five model has influenced personality tests to a greater or lesser extent. It has been used to develop academic tests, to evaluate work commitment and measure performance in romantic relationships (among other things).

The 5 factors is known as OCEAN, an acronym that is taken from English: openness to experience, conscientiousness, extroversion, kindness and neuroticism. It is widely used today, despite the fact that the first version of the model was published during the 1930s.

How could it be otherwise, everyone the personality tests that we have presented must be mediated by a professional. They must be done in a controlled environment, as well as gathering other variables that condition the result. None of them should be taken as a true reflection of reality, so they should always be contrasted with others or with the patient’s own experience.

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