Only 22% of ECPs Use Personality Tests – and They Swear by Them

question:

Do or don’t you use Myers Briggs, Enneagram or similar ‘personality tests’ on staff or new hires?

Yes: 22%

• I’ve always been interested in different personalities and how they function. Done a lot of reading on it. Seemed logical to bring that to the practice. We had a team retreat and did some deep dive into personalities. The team became aware of each other’s personality, their likes, dislikes, how they work, strengths and weaknesses. In being aware it makes us aware of personalities we need in different areas of the practice and ones we don’t need in a particular department. — Melanie J., Spring Hill, TN
• We do a Personal Value assessment test every year with every staff member. The results gives you their top five values based on the questions they answered. Knowing what your staff values, helps you as a leader/employer to offer them a career with benefits, and perks that are aligned with their values. Sometimes giving a raise doesn’t matter to them. Offering a schedule to spend weekend afternoons with their family does. Or giving them every Friday afternoon and Saturday off, so they can play their trumpet at the local jazz lounge every weekend is important to them. Test link. — Diana C., Chicago, IL
• You should never use the results of a personality quiz/test as your sole reason for hiring an individual, but it does give you a small insight into how somebody may think, process information, and what some of their natural strengths and weaknesses may be. — Travis L., Logan, UT
• You want the right people in the right seat on the bus. It also sets the foundation to be able to mentor and create a growth plan. — Karen M., Wyoming, MN
• We hadn’t done them in a while but did them again in the second quarter to help staff learn to communicate with each other as well as patients. — Lisa S., Vancouver, WA
• It’s not a requirement, but Gretchen Rubin has “Tendency” test. It’s just a fun thing to see how your personality fits in with the rest of the team … I am a rebel! — Chris W., Portland, ME
• Dr. McCulley and I both love a personality test. Every new hire does a DiSC profile. This gives us a lot of insight into how to best manage and communicate with them. We do another one of some type about once a year as a staff training. We have done Enneagram, Myers Briggs, and I just did the Five Love Languages for work, so I know how to best show staff I appreciate them! — Jenna G., Fargo, ND
• We use Jacob Adamo’s color personality test. It is very similar to the Personality Plus Test by Florence Littauer. Colors are easy to remember and discuss. I have taught this class to our team several times. We utilize it to know how to communicate with each other and with patients. It is a great tool to use! — Jeanne H., Spring Hill, TN
• As a certified DiSC consultant, I use DiSC in my office (and other offices) to help gain insights on everyone’s personality types. I think of it as a cheat sheet that allows owners and managers to understand how their team communicates and listens, and how to motivate them and draw out the best version of themselves each day. It also gives insights on how the team functions as a group. — Ben T., Miami, FL

No: 78%

• That just seems like a lot of work. It’s hard enough to find someone with experience, let alone a specific Enneagram. — Kelsey B., Winston Salem, NC
• Our custom screening methods when hiring are already really thorough, and it’s extremely rare (once in 12 years) that we hire someone who doesn’t seem to mesh well. Plus, after a probationary period, we encourage staff to customize their job or tell us which aspects of eyecare interest them most and work them in that direction as much as possible. — Jen H., Sandpoint, ID
• I have never found them to be accurate. Essentially, you can sway the results if you have taken them before. — Kevin C., Glenview, IL
• We are still small enough we haven’t started. — Rialeigh Y., Norfolk, VA
• I have one employee and have had her for over 10 years. Hopefully she’ll retire with me! — Jennifer L., Dansville, NY
• I always hire off of personality, meaning my interactions with the hire. How did they respond to my email, how do they interact with the staff when they come in for an interview? I typically go with my gut reaction. — Cynthia S., Lewis Center, OH
• No reason. Probably just need to find a system that is easy and gives good information. — Douglas H., San Angelo, TX
• My entire staff is previous patients that I have hired. I have not found the need to do the tests. — Kristina J., Mishawaka, IN