Personality tests have become the norm in modern life. Whether it be a job interview or college counseling sessions, you have definitely come across or will come across it. Before diving into answering them, understanding the foundation, which consists of 2 types, is vital.
So, what are the two basic types of personality tests?
They are objective personality tests and projective personality tests. Structured questions with set answer choices and a set way to score are used in objective tests. Projective tests use unclear stimuli like inkblots, and a professional analyzes the responses to learn more about your personality.
In this blog, we will dig deep into the two types of personality tests. You will learn about how they work, some popular examples, along with their pros and cons. Furthermore, a comparison between the two types will also be covered. Let’s start with the fundamentals.
Understanding Personality Tests: Foundation and Purpose
Before diving into what are the two basic types of personality tests, it’s important to know what they are and why they are so important. This base will help you understand the differences between the two main approaches we’ll talk about later.
What Are Personality Tests?
Individuals look at life in quite different ways. While some people thrive in groups, others find that being alone is a source of energy. Individuals also make decisions in a variety of ways. While some people consider their options for a long time, others make decisions quickly.
These behavioral patterns are referred to as personality by psychologists. Personality tests can measure these consistent thought, feeling, and behavior patterns. These tests provide structured methods for learning about individual differences rather than relying on speculation.
The history of personality testing goes back more than 100 years. Early psychologists saw that people acted in the same way in different situations. As a result, they came up with scientific ways to measure these patterns.
What began as simple observations has turned into a complex field of study that helps millions of people learn more about themselves and others.
Why Personality Tests Matter Today
Personality tests are very useful in our daily lives these days. Employers use them to find the right people for their teams at work. Therapists use them to learn more about their clients and give them better care. Students use them to look into jobs that fit with their natural skills.
Knowing how different people’s personalities are can help us talk to each other better and settle disputes more quickly, even in our personal lives.
The scientific approach is what makes personality testing function. These tests don’t rely on guesswork or gut feelings. Instead, they use carefully crafted questions and proven methods to give us reliable information about how people act.
Because of this scientific foundation, personality tests are useful tools instead of just fun quizzes you can find online.
What Are The Two Basic Types Of Personality Tests
Now that we know how important personality tests are, let’s look at the two main ways psychologists use them to measure personality. There are a lot of different personality tests out there, but they all fit into one of these two main groups.
Knowing the difference between the different types can help you pick the right test for you because they all look at who you are in a different way.
Objective Personality Tests
Objective personality tests are the first type that we are going to discuss. These are the tests that most people know about. You choose from a pre-determined list of options to answer a series of questions about yourself.
1. How Objective Tests Work
Imagine yourself sitting down with a questionnaire that asks you to rate statements like “I enjoy meeting new people” on a scale from “strongly disagree” to “strongly agree.” That’s how personality tests that are objective operate.
They ask you clear, simple questions and give you specific options for how to answer them.
Since they use standard scoring methods, these tests are called “objective.” This means that the results will be the same no matter who grades your test.
Moreover, the person evaluating it can’t make any personal choices. The computer or scoring guide does all the work based on rules that have already been set.
2. Popular Examples of Objective Personality Tests
You may have already taken some of these tests without even knowing it. The Myers-Briggs Type Indicator (MBTI) is probably the most well-known. It sorts people into 16 personality types based on four main dimensions. A lot of companies use this test when they hire people or build teams.
The Big Five Personality Test is another well-known test that looks at five main personality traits. Researchers really like this test because it is based on solid science.
3. The Bright Side of Objective Personality Tests
There are a lot of good things about these tests that make them very popular. First of all, they work well and don’t cost much. You can give the same test to hundreds of people at once, and everyone gets their results right away. This makes them great for big companies or research projects.
In addition, objective tests are very reliable. Because the questions and scoring are the same each time, you will probably get similar results if you take the same test more than once. This consistency is very important for making big decisions based on test results.
Another big plus is that you don’t need special training to give these tests. A human resources manager can easily give a personality test to job applicants without having to have a degree in psychology.
4. The Challenges of Objective Personality Tests
Nevertheless, objective tests aren’t always correct. The worst part is that people can easily lie about their answers, especially when something important is on the line.
Also, these tests only use self-reporting, which means they only get information from people who are willing and able to talk about themselves. We don’t always know how we act, or we might make ourselves look better than we really are, without meaning to.
Cultural differences can also lead to problems. A question that makes perfect sense in one culture might not make sense or be appropriate in another. People from different backgrounds might not respond in the right way because of this.
Projective Personality Tests
The second kind of personality test works in a very different way. Projective tests give you unclear, confusing input and ask you to figure out what they mean. The idea is that when you see or hear something that isn’t clear, you’ll “project” your own personality, thoughts, and feelings onto it.
1. How Projective Personality Tests Work
Instead of asking you direct questions about yourself, projective tests might show you a picture and ask, “What do you see?” Or, give you a blurry picture and ask you to tell a story about what’s going on.
There are no right or wrong answers, though. Your answer shows something special about how your brain works.
These tests are based on the idea that we all have thoughts and feelings that we aren’t aware of that affect how we act.
Projective tests try to get around our conscious defenses by using vague stimulation to show us deeper parts of our personality.
2. Popular Examples of Projective Personality Test
The Rorschach Inkblot Test is probably the most well-known projective test. You look at symmetrical inkblots and tell what you see. They then look for patterns in your answers that could show something about your personality or mental state.
The Thematic Apperception Test (TAT) gives you pictures of people in different situations that are unclear. Furthermore, asks you to make up stories about what’s going on.
People say that the themes in your stories show what you want, what scares you, and what you want.
3. The Unique Benefits of the Projective Personality Test
There are some things that projective tests do better than objective tests. The most important thing is that they are very hard to fake. You can’t easily change your answers to make a false impression because there are no clear “right” answers.
These tests can also show things that people might not be aware of or want to talk about directly. They might find out about conflicts, motivations, or ways of thinking that aren’t obvious on simple questionnaires.
Projective tests also give a lot of detailed information about how a person thinks and processes information. Therapists and doctors who need to really understand their clients can get a lot of use out of this qualitative data.
4. The Drawbacks of Projective Assessment
Nevertheless, there are some big problems with projective tests. The biggest worry is that interpretation is very subjective. What we mean by that is that different psychologists might come to different conclusions about the same test answers.
This subjectivity makes it hard to trust and be consistent.
Also, these tests need a lot of training to prepare and understand the data correctly. You can’t just give someone a Rorschach test and expect to get useful results. It takes years of special training to use these tools correctly.
Projective tests also take a lot of time and money. An objective test might take only 20 minutes, but a full projective assessment could take several hours. Plus, there is time for a trained professional to look at the results and make sense of them.
Last but not least, there is less scientific evidence for many projective tests than there is for objective tests.
Comparing the Two Basic Types of Personality Tests: Objective Personality Tests vs. Projective Perosnality Tests
Now that you are aware of what are the two basic types of personality tests, you might wonder which approach is better.
In reality, every approach has a role, and the “best” option is dependent solely upon your unique requirements and situation. Let’s look at how these two methods compare in some important areas.
| Aspect | Objective Tests | Projective Tests |
| Question Format | Multiple choice, rating scales, true/false | Open-ended responses to vague motivations |
| Scoring Method | Standardized, computer-scored | Subjective interpretation by trained professionals |
| Administration Time | 20-60 minutes | 2-4 hours |
| Cost | Low to moderate | High |
| Training Required | Minimal | Extensive professional training |
| Group Testing | Yes, hundreds at once | No, an individual only |
| Reliability | High consistency | Variable, depends on the interpreter |
| Validity Evidence | Strong research support | Mixed, varies by specific test |
| Faking Potential | High (easy to manipulate) | Low (difficult to fake) |
| Cultural Sensitivity | Can be problematic | Less affected by cultural differences |
| Information Depth | Broad overview of traits | Deep insights into unconscious patterns |
| Primary Use | Screening, research, and general assessment | Clinical diagnosis, therapy planning |
Which Test Is the Best for You?
You shouldn’t see the types of tests as competitors. Instead, you should consider them as tools that work well together.
A full personality test might start with an objective test to get a general idea. Later on, use a projective test to look more closely at certain areas of concern.
The most important thing is to choose the right tool for the job. The Big Five test is a good choice if you want to help someone look into their career options.
If you’re a therapist and your client has trouble saying what they feel, projective tests might show you things that structured questions wouldn’t.
FAQ
1. How frequently should I retake a personality test?
Although major life events can cause changes, personality behaviors tend to stay mostly constant throughout adulthood. Retaking personality tests every three to five years or following significant life events is advised by the majority of experts.
2. Are free online personality tests worth taking?
Most free online personality tests aren’t as scientifically validated as tests made by professionals. They can be fun and give you some general ideas, but they usually haven’t been put through proper validation studies.
3. What should I do if I disagree with my personality test results?
It’s normal to disagree with test results, and that doesn’t mean the test is wrong. Think about whether you were honest when you answered and if you were in your usual state of mind during the test.
Conclusion
To conclude, that was all you needed to know about what are the two basic types of personality tests. Knowing the difference between objective and projective assessments lets you make smart choices.
Keep in mind that both kinds are useful in different situations. Objective tests are great for screening and research in the workplace because they are quick and reliable. Projective tests give more in-depth psychological information, which is especially helpful in therapy.
