Top 6 alternatives to the Myers-Briggs test

Many hirers know and use the Myers-Briggs test (aka the MBTI, the Myers-Briggs Type Indicator), a decades-old staple in personality testing. But sticking to just one test limits insights into candidates – a big no-no for recruiting efforts. 

Beyond Myers-Briggs, there are more (and better) ways to test a candidate’s personality. Below, we break down 6 top alternatives to the Myers-Briggs test – including how they work, what they test for, and when to use them.

Key takeaways

• Use Big 5 (OCEAN) for a science-backed approach to evaluating team compatibility and long-term company fit.

• Meanwhile, the DISC test reveals communication and leadership styles, making it a top choice for roles involving teamwork and influence.

• Use Enneagram to uncover emotional drivers and stress behaviors. It’s a great test for identifying candidates’ growth potential and resilience under pressure.

• 16 Personalities gives a broad snapshot of workplace behavior and is ideal for assessing how candidates handle challenges and adapt to different workplace environments.

• The Culture Add test identifies candidates who align with and may help improve company values and vision.

Use the Motivation test to zero in on what drives engagement and understand how to keep hires motivated and satisfied over the long term.

1. Big 5 (OCEAN)

How it works

With Big 5, also known as OCEAN or the five-factor model, test-takers can learn where they fit along five different trait scales:

• Openness: Our interest in new experiences and novelty.

• Conscientiousness: How we control and regulate ourselves.

• Extroversion: How we engage with the world. 

• Agreeableness: How well we get along with others and are interested in their well-being.

• Neuroticism: Our emotional stability and how often we experience negative emotions. 

Candidates run through straightforward questions about their preferences and behaviors, rating themselves on a scale. Their responses cover the five traits listed above and show insight into their behavior at work, from creativity and organization to social interaction and stress management. 

What it tests for

The Big 5 test measures individuals on the five core personality traits described above. It digs into how candidates approach creativity, attention to detail, social interaction, cooperation, and emotional stability. 

Each of the five traits gives you a clear view of candidates’ strengths and potential challenges, so you can accurately assess how they’re likely to perform under pressure, adapt to workplace changes, and collaborate with their new teammates should they be hired.

When to use it

The Big 5 test is your go-to when you need a deep dive into a candidate’s personality. 

It’s especially useful when hiring for roles requiring strong team collaboration, adaptability, or leadership potential. 

Big 5 is also ideal for assessing how specific traits impact problem-solving and work style. For example, high Conscientiousness may indicate someone’s ability to thrive in detail-oriented roles like project management, while high Openness suggests creative roles including marketing could be the perfect fit.

⭐ To learn more: Head to TestGorilla’s Big 5 (OCEAN) test page to add this test to your hiring process. Also, read our blog post on interpreting Big 5 (OCEAN) test results.

2. DISC

How it works

The DISC test assesses people’s behavior in four areas: 

• Dominance: Competition, strength, and results-orientation.

• Influence: Optimism, extroversion, and persuasiveness.

• Steadiness: Support, peace, and diplomacy.

• Conscientiousness: Accuracy, logic, and detail-orientation.

The test asks around 24 questions, in which candidates select traits that describe them best. It takes about 10-15 minutes to complete and assesses how candidates communicate in teams and make decisions at work.

Once test-taskers complete the DISC assessment, they’re categorized into one or a mix of two main traits – i.e., D, I, S, C, or a combination like IS or SC. 

What it tests for

DISC focuses primarily on workplace behavior, measuring how people approach tasks, interact with team members, and handle conflict – typically overlooked by Myers-Briggs.

Cognitive preferences are helpful markers for hirers assessing candidates, but DISC gives a more complete picture by assessing actual candidate workplace behavior. It highlights candidates’ communication styles, leadership potentials, and team interaction in specific contexts. 

For example, DISC can reveal how assertive or cooperative candidates will be in a fast-paced business environment, which Myers-Briggs doesn’t explicitly capture. DISC’s behavioral focus also makes it a more practical tool for matching candidates with roles that require particular work-related dynamics.

When to use it

The DISC test focuses on observable workplace behaviors like communication, task management, and conflict resolution. It’s ideal when you need a clear snapshot of how candidates will collaborate with or lead a team. 

Also, comparing DISC profiles helps you align candidates’ strengths with team needs. For example, those with high Dominance (D) are perfect for leadership roles, while Conscientiousness (C) types shine in data-heavy, detail-oriented positions. 

So, you can use the DISC test to build diverse teams by blending different styles – from assertive influencers to calm, steady supporters.

⭐ To learn more: Check out our DISC personality test page, discover what a DISC assessment chart shows, and see how to analyze DISC assessment results.  

3. Enneagram 

How it works

The Enneagram is a model consisting of nine personality types – with a twist: It focuses on core motivations, fears, and desires. 

The nine types are:

• Type 1 (The Improver): Detail-oriented and ethical, driven to improve everything around them.

• Type 2 (The Giver): Compassionate and supportive, energized by helping others succeed.

• Type 3 (The Go-Getter): Ambitious and image-conscious, constantly aiming to achieve and impress.

• Type 4 (The Contemplator): Deeply creative and unique, always in search of authentic self-expression.

• Type 5 (The Pioneer): Analytical and private, thrives on knowledge and independence.

• Type 6 (The Devoted): Loyal and cautious, always focused on security and preparedness.

• Type 7 (The Cheerleader): Optimistic and adventurous, motivated by new ideas and excitement.

• Type 8 (The Master): Assertive and strong-willed, driven by control and protection.

• Type 9 (The Agreeable): Calm and agreeable, striving for harmony and avoiding conflict.

The Enneagram test can range from 36 to 144 questions and asks candidates to choose how they feel about specific situations. It typically takes 10-20 minutes to complete.

What it tests for

The Enneagram test uncovers core motivations, fears, and interpersonal dynamics. Because it highlights deep-seated motivations, the Enneagram offers a richer understanding of how candidates will relate to their potential colleagues than the Myers-Briggs test does.

When to use it

Hirers can use the Enneagram to understand how candidates respond to stress and growth opportunities. It’s also ideal when you need a deeper understanding of candidates’ emotional drivers, perfect when hiring for culture-centric jobs (like in people operations) and leadership roles.

The Enneagram can even be used to tailor interview questions for candidates that explore how their innate personality might influence team dynamics. 

For instance, Type 2s may be the ideal fit for more customer-facing roles, including sales and customer service. You could ask, “How do you balance personal involvement with maintaining boundaries in customer service?” This helps gauge how their innate drive to support others translates into team roles or customer-facing positions. 

Meanwhile, Type 5s could be better suited for more research-based positions like business analysts. A question like “How do you approach problem-solving when faced with limited resources?” reveals how their thirst for knowledge and independence influences their work style.

⭐ To learn more: Explore TestGorilla’s Enneagram test page, get a breakdown of each Enneagram type, and see what the Enneagram types are like at their best (and worst).  

4. 16 Personalities

How it works

The 16 Personalities test is based on the MBTI and evaluates candidates across four dichotomies:

• Introversion vs. Extraversion

• Intuition vs. Sensing

• Thinking vs. Feeling

• Judging vs. Perceiving

Test-takers answer straightforward, two-option questions to be categorized into one of 16 unique personality types – four-letter combinations such as INFJ, ESTP, etc.

What it tests for

16 Personalities assesses traits like communication style, emotional intelligence, problem-solving preferences, and leadership tendencies. It’s the perfect test to help hirers understand how candidates might fit into team dynamics and whether they’re compatible with company culture.

When to use it

Use the 16 Personalities test when hiring for roles that require strong interpersonal skills, pressured decision-making, or strong collaboration. 

The 16 Personalities test is also great for building well-rounded teams and balancing the workplace – especially between diverse personalities.

⭐ To learn more: Take a look at our 16 Personality Types test page and dive into our guide to the 16 types in the workplace.

5. Culture Add 

How it works

The Culture Add test is a short assessment that takes around 10 minutes to complete and has no “right” or “wrong” answers. In the test, individuals select values and behaviors that resonate with them. Results show you how well a candidate’s personal values align with or add to your company’s culture. 

The test is straightforward, with clear, user-friendly options, making it easy for candidates to complete regardless of their background or experience​.

What it tests for

The Culture Add test evaluates how candidates’ experiences and perspectives can contribute to organizational culture. Instead of simply looking at culture fit, the test focuses on innovation and diversity.

Though it’s not a personality test, it’s still great for assessing candidates and understanding how they can improve your workplace and supercharge team dynamics.

When to use it

The Culture Add test is perfect when you want to avoid hiring for “fit” alone and instead focus on candidates who can bring fresh perspectives – while still aligning with your company values. It’s ideal for increasing innovation and inclusivity.

Assessing for only culture fit often leads to groupthink. In contrast, adding unique outlooks and experiences into teams boosts innovation and diversity, which benefits everyone in the company (as well as the company itself).

⭐ To learn more: Check out our Culture Add test page, discover 50 culture add questions to ask during interviews, and uncover how you can use the Culture Add test to build a stellar team.

6. Motivation 

How it works

The Motivation test is all about what drives candidates in the workplace – recognition, autonomy, financial reward, etc. It’s based on decades of work by J. Richard Hackman and Greg Oldham, specifically their Job Characteristics model.

It’s typically 30-50 questions long and asks candidates to assess their motivation in relation to work. It takes roughly 10-15 minutes to complete.

What it tests for

The test looks at extrinsic and intrinsic motivators, diving into how well candidates’ values and goals align with company culture and role expectations.

The Myers-Briggs test lacks this: It doesn’t necessarily explore what kickstarts people or keeps them committed to their jobs. 

Likewise, while the 16 Personalities test is great for understanding candidates' cognitive behaviors more generally, the Motivation test identifies both intrinsic and extrinsic drivers, enabling recruiters to properly align them with job rewards. 

When to use it

Use the Motivation test to find candidates whose personal drive aligns with the needs of specific roles – especially those that require intrinsic commitment and passion, like leadership positions or high-stakes project management​. 

⭐ To learn more: Take a look at TestGorilla’s Motivation test page and read our blog post on motivation’s role in skills-based hiring.

A multitude of tests on offer at TestGorilla

While Myers-Briggs has its uses, it’s not always the best fit for every role or company. It can fall short when you need deeper insights into communication styles, motivation, or culture add. Plus, it comes with a hefty price tag. That’s where alternative tests come in. 

The DISC test excels at revealing communication dynamics, while a Culture Add test helps you pinpoint candidates who will push your team forward. The Enneagram is perfect for gauging emotional resilience, and the 16 Personalities test offers a quick overview of workplace behaviors.

Of course, you shouldn’t rely solely on personality tests to make your hiring decisions. To get a complete picture of your candidates, use a multi-measure approach by combining personality tests with skills tests. 

TestGorilla is the perfect solution for this. We offer hundreds of science-backed tests that go beyond Myers-Briggs – giving you the tools to make confident, data-driven hiring decisions. Our library features the 16 Personalities, Culture Add, and Motivation tests, plus hundreds of others for soft skills, job-specific capabilities, and more.

Start leveling up your hiring process today by signing up for a free TestGorilla plan or booking a free live demo with a member of our team. 

FAQs

What is better than Myers-Briggs?

It depends on your priorities. Researchers found that the Big 5 (OCEAN) test was “twice as accurate” as a Myers-Briggs-style test, so it could be considered better than Myers-Briggs. You might consider other tests, such as DISC or 16 Personalities, better because they assess traits like adaptability, leadership skills, etc. 

What are the alternatives to the Myers-Briggs personality test?

Alternatives to the Myers-Briggs personality test include the DISC, Big 5 (OCEAN), and Enneagram tests.

What is the most trusted personality test?

There’s no one “most trusted” personality test. Recruiters can use the DISC, Big 5 (OCEAN), 16 Personalities, Enneagram, Motivation, or Culture Add tests to assess candidates.