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class="breadcrumbs--container"><div class="breadcrumbs--divider">></div><a href="/fr-categorie/strategies-recrutement" class="breadcrumbs--item-link">Stratégies de recrutement</a></div><div class="breadcrumbs--container"><div class="breadcrumbs--divider">></div><a href="/fr-sujet/evaluations" class="breadcrumbs--item-link">Évaluations</a></div></div><h1 class="post--hero-title slideup">Les 5 meilleurs tests de personnalité professionnels pour optimiser votre gestion des talents</h1><div class="post--hero-details"><div class="post--hero-details-block"><div>dernière mise à jour: </div><div class="post--hero-date">22/11/2024</div><div class="post--hero-date w-condition-invisible">22/11/2024</div></div><div class="post--hero-details-block w-condition-invisible"><div class="post--hero-minutes w-dyn-bind-empty"></div><div>minutes à lire</div></div></div><div class="post--hero-author"><img height="70" loading="lazy" width="70" alt="" src="" class="post--hero-author-img w-dyn-bind-empty"><div class="post--hero-author-details"><div class="post--hero-author-name">Pierre Vandenberghe</div><div class="post--hero-author-company">Recruitee</div></div></div><div class="post--hero-second-author"><img height="55" loading="lazy" width="55" alt="" src="https://cdn.prod.website-files.com/60870cca519aca7849a9262d/66cdcdbc24c051096db3bf52_Diane%20Prevosteau.jpeg" class="post--hero-second-author-img"><div class="post--hero-second-author-details"><div class="post--hero-second-author-name">Diane Prevosteau</div><div class="post--hero-second-author-company">Tellent</div></div></div></div><img height="" loading="lazy" alt="Choisir le test de personnalité professionnel le plus adapté à vos recrutements pour les optimiser" src="https://cdn.prod.website-files.com/60870cca519aca7849a9262d/6740b1a5eb376860cdda5c30_woman-reading-a-book-2021-08-26-15-43-49-utc%20(1)%20(1).jpg" class="post--hero-img"></div></div></div><div class="post--wrapper"><div class="container w-container"><div class="post--content w-row"><div id="toc" class="post--toc w-col w-col-4 w-col-stack"><div class="post--toc-container card-shadow"><div class="post--toc-title">Table des matières</div><div class="toc"></div></div></div><div class="post--copy w-col w-col-7 w-col-stack"><article id="article" class="post--text w-richtext"><p>Les tests de personnalité professionnels gagnent en popularité et sont de plus en plus reconnus comme des outils précieux pour les recruteurs et managers. Cependant, selon le baromètre Sourcing cadres 2019, seulement 19 % des recruteurs les ont utilisés lors des recrutements de cadres. Aux États-Unis, en 2022, une étude de Gorilla révèle que 60 à 70 % des employeurs aux États-Unis intègrent des tests de personnalité dans leur processus de recrutement. </p><p>Leur utilité va bien au-delà de l’embauche. Ils permettent d’identifier les forces, les motivations et les traits comportementaux des collaborateurs à chaque étape de leur carrière. Que ce soit pour optimiser l’intégration, faciliter l’évolution ou mieux gérer les talents, ces tests offrent une vue précieuse sur le potentiel de chacun.</p><h2><strong>Qu’est-ce qu’un test de personnalité professionnel ?</strong></h2><p>Un test de personnalité professionnel est un outil d’évaluation psychométrique conçu pour analyser : </p><ul role="list"><li>les traits de caractère, </li><li>les comportements, </li><li>et les préférences des individus dans un cadre professionnel. </li></ul><p>Ces tests, généralement sous forme de questionnaires, permettent de comprendre comment une personne réagit à différentes situations et interagit avec son environnement de travail.</p><p>L’objectif principal de ces tests est de déterminer des traits essentiels comme : </p><ul role="list"><li>l’aptitude à travailler en équipe, </li><li>la gestion du stress, </li><li>la capacité de leadership, </li><li>ou encore la manière de résoudre des problèmes. </li></ul><p>Contrairement aux tests de compétences techniques, un test de personnalité ne mesure ni les connaissances ni les qualifications, mais bien les<a href="https://recruitee.com/fr-articles/competences-transversales" target="_blank"> soft skills</a> et la compatibilité d’un individu avec un poste, une équipe ou une culture d’entreprise.</p><h2><strong>Pourquoi utiliser les tests de personnalité professionnel lors du recrutement ?</strong></h2><p>Les tests de personnalité professionnels sont bien plus qu’un outil d’évaluation. Ils permettent d’identifier des traits comportementaux essentiels, souvent difficiles à déceler lors d’un entretien classique. </p><h3>Évaluer plus objectivement les candidats </h3><p>Les tests de personnalité offrent une perspective unique sur les candidats, allant au-delà des simples compétences techniques. Comme le souligne David Bernard, CEO d’AssessFirst :</p><div class="w-embed"><div class="quote-box-outer quote-box"><img src="https://2317042.fs1.hubspotusercontent-na1.net/hubfs/2317042/David%20Bernard.png" loading="lazy" width="120" height="120" alt="quote-image" class="quote-image"><div class="quote-text">Une évaluation basée sur le potentiel, les motivations et les traits de personnalité apporte une compréhension bien plus fine des aptitudes des candidats que les seules qualifications sur un CV.</div><div class="quote-name">David Bernard</div><div class="quote-title">CEO d'AssessFirst</div><img src="https://assets-global.website-files.com/60780a9b4720a47267a88257/610bdafd05fe59c911ee2d5a_quote.svg" loading="lazy" alt="" class="quote-quote-symbol"></div></div><p>Ces tests fournissent des données précises et exploitables. Ils permettent notamment d’évaluer :</p><ul role="list"><li>La compatibilité culturelle avec l’entreprise.</li><li>La manière dont un candidat s’intégrera dans une équipe.</li><li>Sa résilience face à des situations stressantes.</li></ul><p>Cette approche objective aide également à réduire les biais cognitifs, en structurant les évaluations et en garantissant une équité entre les candidats.</p><h3>Renforcer l’expérience candidat</h3><p>Les tests de personnalité ne profitent pas uniquement aux recruteurs. Effectivement, ils enrichissent aussi l’expérience des candidats. Cela peut se faire par exemple en proposant un retour constructif après un test, même en cas de réponse négative. Vous pourrez alors transformer une déception en opportunité pour le candidat d’améliorer sa candidature et de doper sa recherche d’emploi. </p><h3>Favoriser la diversité</h3><p>Les tests de personnalité professionnels favorisent la diversité en recrutant des profils variés et complémentaires, évitant ainsi de recruter des "clones". Une équipe diversifiée est non seulement plus innovante, mais elle est aussi mieux préparée à répondre aux défis variés du marché.</p><h2>Les utilisations possibles des tests de personnalité au cours du parcours collaborateur</h2><p>Les tests de personnalité professionnels sont précieux à plusieurs moments du parcours d’un collaborateur, de l’évolution de carrière, de la formation ou pour la gestion des talents. </p><p>Voici les principales situations où ils peuvent s’avérer utiles :</p><h3><strong>Évolution de carrière</strong></h3><p>Un test de personnalité peut aussi aider à orienter les collaborateurs vers des postes qui correspondent mieux à leurs forces et à leurs aspirations. </p><p>Il sert souvent de base pour la création de plans de développement professionnel, permettant d’aligner les talents et les besoins de l’entreprise.</p><h3><strong>Formation et développement</strong></h3><p>Les résultats des tests permettent de personnaliser les parcours de formation. Par exemple, un collaborateur ayant des difficultés à gérer le stress pourra bénéficier de programmes spécifiques sur le leadership en situation de crise ou la gestion du stress. Cela permet de répondre de manière plus ciblée aux besoins individuels, tout en renforçant l’employabilité. </p><h3><strong>Gestion des talents</strong></h3><p>Dans le cadre de la gestion des équipes, les tests de personnalité aident les managers à :</p><ul role="list"><li>mieux comprendre les dynamiques de groupe, </li><li>optimiser la collaboration, </li><li>et à mieux répartir les rôles en fonction des forces et faiblesses de chacun. </li></ul><p>Ces outils favorisent un environnement de travail plus harmonieux et productif.</p><h2><strong>TOP 5 des meilleurs tests de personnalité professionnels</strong></h2><p>Avec la diversité des tests disponibles, il est important de savoir lesquels sont les plus fiables et adaptés à vos besoins. Voici un tour d’horizon des tests de personnalité les plus utilisés et reconnus en 2024.</p><h3><strong>1. Big Five / OCEAN : pour recruter et évaluer les candidats de façon scientifique</strong></h3><p>Le Big Five, également connu sous le nom d’OCEAN, est considéré comme le test de personnalité le plus fiable scientifiquement. Il a été validé par de nombreuses recherches scientifiques comme celles de Goldberg et de Costa en 1992 et Judge et Bono en 2001. Ce test est reconnu pour prédire efficacement la performance professionnelle mais aussi la compatibilité culturelle. </p><p>Il évalue cinq grandes dimensions de la personnalité : </p><ul role="list"><li>Ouverture (créativité et curiosité), </li><li>Conscience (organisation et rigueur), </li><li>Extraversion (énergie et sociabilité), </li><li>Agréabilité (empathie et coopération), </li><li>Et Neuroticisme (stabilité émotionnelle). </li></ul><p>Le processus de passation peut être plus long que d’autres tests, ce qui peut être gênant si vous avez besoin de recruter rapidement. </p><h3><strong>2. Le test StrengthsFinder : pour identifier les forces naturelles </strong></h3><p>‍</p><p>Développé par le cabinet Gallup, ce test se concentre sur l'identification des forces naturelles de chaque individu. Il aide à découvrir ce que les candidats et collaborateurs font naturellement bien. </p><p>Il est particulièrement adapté pour construire des équipes et s’assurer que chacun agit en harmonie avec les autres membres. Utilisé à la fois en recrutement et en gestion des talents, il encourage une approche positive et motivante en se concentrant sur les forces plutôt que les faiblesses. </p><h3><strong>3. DISC : pour renforcer la collaboration et la communication</strong></h3><p>Le DISC est une méthode simple et intuitive qui se concentre sur quatre grands traits comportementaux : </p><ul role="list"><li>Dominance, </li><li>Influence, </li><li>Stabilité, </li><li>et Conformité. </li></ul><p>Ce test est particulièrement utilisé pour améliorer la communication et la productivité au sein des équipes. En identifiant les préférences comportementales de chaque collaborateur, le manager peut mieux comprendre les dynamiques de groupe et ajuster son style de leadership. </p><p>Le DISC est surtout utilisé pour des objectifs de collaboration et de management, là où l’optimisation des interactions humaines est essentielle. </p><h3><strong>4. Process Com : pour évaluer les réactions sous stress</strong></h3><p>Le Process Com est particulièrement utile pour les managers et recruteurs qui cherchent à cerner les comportements des individus sous stress. Pour cela, il identifie six types de personnalité. </p><p>Ce test est très utile dans des environnements à forte pression, comme la gestion de crise ou le management d’équipes sous pression. En anticipant les réactions d’une personne dans des situations complexes, il est possible de sélectionner les profils les plus adaptés. </p><p>Le Process Com peut aussi être utilisé pour la gestion des conflits ou le développement de compétences en leadership. </p><h3><strong>5. SOSIE : pour évaluer la compatibilité culturelle</strong></h3><p>Le SOSIE se distingue par son approche unique qui combine l’évaluation de </p><ul role="list"><li>la personnalité, </li><li>des motivations, </li><li>et des valeurs personnelles. </li></ul><p>Cela permet de mieux comprendre les différents traits comportementaux et ce qui motive vraiment les candidats dans leur vie professionnelle. </p><p>Le SOSIE est souvent utilisé pour évaluer la compatibilité d’un candidat avec la <a href="https://recruitee.com/fr-articles/culture-entreprise" target="_blank">culture d’une entreprise</a>. En identifiant les alignements et les divergences entre les valeurs d’un candidat et celle de l’entreprise, ce test aide à mieux prévenir les erreurs de recrutement et à plus long terme, favorise un <a href="https://recruitee.com/fr-articles/onboarding" target="_blank">onboarding réussi</a>. </p><h4>Comparez en un clin d’œil les tests de personnalité professionnels</h4><figure style="max-width:1212pxpx" class="w-richtext-align-fullwidth w-richtext-figure-type-image"><div><img src="https://cdn.prod.website-files.com/60870cca519aca7849a9262d/6740b03efd45874d764d08a1_6740afeaad7e35ce08069362_Capture%2520d%25E2%2580%2599e%25CC%2581cran%25202024-11-22%2520a%25CC%2580%252017.22.47.png" loading="lazy" alt="Comparatif des 5 meilleures tests de personnalité professionnels : avantages et utilisations recommandées"></div><figcaption>Comparatif des 5 meilleurs tests de personnalité professionnels : avantages et utilisations recommandées</figcaption></figure><h2><strong>Conclusion</strong></h2><p>Les tests de personnalité sont des outils puissants qui permettent aux recruteurs et aux managers de mieux comprendre les candidats et leur comportement en milieu professionnel. Ils peuvent alors prendre des décisions plus éclairées et surtout plus objectives. En choisissant les tests les plus adaptés et en les intégrant dans votre stratégie RH, vous pouvez non seulement améliorer vos processus de recrutement, mais aussi optimiser la gestion des talents et la dynamique de vos équipes.</p></article><div class="post--author-block"><div>Écrit par</div><div class="post--hero-first-author"><div class="post--hero-author"><img height="70" loading="lazy" width="70" alt="" src="" class="post--hero-author-img w-dyn-bind-empty"><div class="post--hero-author-details"><div class="post--hero-author-name">Pierre Vandenberghe</div><div class="post--hero-author-company">Recruitee</div></div></div><div class="w-richtext"><p>Créateur de contenu chez Recruitee, Pierre Vandenberghe aime vous partager des articles et des infos pertinentes sur le monde du recrutement et des ressources humaines. 🖋</p></div></div><div class="post--hero-author-second"><div class="post--hero-author"><img height="70" loading="lazy" width="70" alt="" src="https://cdn.prod.website-files.com/60870cca519aca7849a9262d/66cdcdbc24c051096db3bf52_Diane%20Prevosteau.jpeg" class="post--hero-author-img"><div class="post--hero-author-details"><div class="post--hero-author-name">Diane Prevosteau</div><div class="post--hero-author-company">Tellent</div></div></div><div class="w-richtext"><p>Passionnée de contenu RH, Diane est Content Marketing Manager chez Tellent France. </p></div></div></div><div><div id="post-cta" class="mwr_container_blog_post card-shadow mwr_container_blog_post_fr"><div class="left_mwr left_mwr_blog_post left_mwr_blog_post_fr"><div class="div-block-63"><h4 class="heading-26">Recevez notre <br>newsletter</h4><img src="https://cdn.prod.website-files.com/60780a9b4720a47267a88257/6312149afcdc2218b70903c7_mwr_icon.png" loading="lazy" alt="" class="image-39"></div><p class="paragraph-12">Obtenez des actualités, des ressources et des conseils exclusifs pour vous aider à mieux recruter.</p></div><div class="right_mwr 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If it is >50% we are goin to change text color to black otherwise, we gonna set text color to white. */ lightness >= 0.50 ? $(this).css("color", "#040E3C") : $(this).css("color", "white"); }) }) </script>  <script> var symbol = document.getElementById("post-cta"); var body = document.getElementById("article"); var heading = body.getElementsByTagName("h2")[3]; body.insertBefore(symbol, heading); </script>   <script> document.addEventListener("DOMContentLoaded", function () { tocbot.init({ tocSelector: '.toc', contentSelector: 'article', headingSelector: 'h1, h2, h3', extraListClasses: '', isCollapsedClass: false, collapsibleClass: false, collapseDepth: 0, headingsOffset: -500 }); }); </script>   <script> const postHeroSecondAuthorName = document.querySelector(".post--hero-second-author-name").innerHTML; const postHeroSecondAuthor = document.querySelector(".post--hero-second-author"); const postHeroAuthorImg = document.querySelector(".post--hero-author").children[0]; postHeroSecondAuthorName == '' ? postHeroSecondAuthor.style.display = "none" : postHeroAuthorImg.style.cssText = "width: 55px; height: 55px"; </script> </body></html>