Personality Tests in Swiss Job Interviews
Personality tests are widely used in Swiss selection processes, particularly for leadership and specialist roles. MBTI, Big Five, DISC, and Hogan are deployed by employers such as ABB, Roche, and UBS. Knowing what is being measured helps you approach these tests calmly and authentically.
Around 40–60% of Swiss large employers use personality tests in their selection processes, according to HR Swiss (the Swiss HR professional body). The goal is not to find a 'right' personality type, but to assess cultural and role-specific fit. There are no correct or incorrect personality profiles – a test is not pass/fail.
- Big Five (OCEAN): scientifically validated, widely used; measures Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism
- MBTI: less scientifically validated but popular; 16 personality types
- DISC: measures Dominance, Influence, Steadiness, Conscientiousness; common in sales and service roles
- Hogan assessments: predictive for leadership suitability; used for senior positions at large corporations
- Online platforms: SHL, Talent Q, Kienbaum; combine personality with cognitive tests
What Personality Tests Actually Measure
Well-designed tests measure stable personality traits and behavioural preferences – how someone typically acts, not how they perform under acute stress. Importantly: tests do not measure intelligence, technical skill, or learning ability. They supplement structured interviews and technical assessments but do not replace them.
Swiss employers typically use test results as a conversation starter: "Your profile suggests you tend to work more conceptually and introvertedly – how does that show up in your day-to-day?" This gives you the opportunity to contextualise and deepen your profile.
Preparation: What Helps and What Does Not
Trying to manipulate tests is counterproductive. Reputable tests have built-in consistency checks that flag contradictory answers. More importantly, a falsified profile creates long-term problems: if your actual behaviour does not match your test profile, conflicts follow. What is genuinely helpful: taking a practice test (free versions exist online) to familiarise yourself with the format and time pressure. Reflect on your actual strengths, development areas, and working style before the test, so you can discuss your results fluently during the debrief.
Frequently Asked Questions
Can I access my personality test results in Switzerland?
In Switzerland, candidates generally have the right to request access to test results under the Federal Act on Data Protection (DSG/nDSG). Many employers offer a feedback session proactively; others only on request. It is always worth asking.
Can a personality test result lead to rejection?
Theoretically yes; in practice, tests are rarely the sole reason for rejection. They are one data point alongside interview performance, references, and work references. An unusual profile is usually discussed in a follow-up conversation before any decision is made.
Can I refuse to take a personality test?
Yes, personality tests are voluntary. However, declining may create an impression of reluctance or lack of openness. In practice, most candidates do not decline.