Personality Tests in Swiss Hiring
A personality test is a structured assessment measuring traits like conscientiousness, teamwork or stress tolerance. In Switzerland, you can use them during hiring, but only if the test is job-relevant, candidates consent explicitly, and you handle results under revDSG data protection rules. The biggest mistake: using them as the sole decision factor instead of one input among interviews and references.
A personality test is a questionnaire or assessment tool that measures psychological traits—such as conscientiousness, openness, resilience or interpersonal style—to predict job fit or behaviour at work. Tests range from brief online questionnaires to full psychometric instruments scored by professionals.
In Swiss hiring, personality tests are legal and common, especially for roles requiring specific soft skills (team coordination, customer-facing work, leadership potential). However, Swiss employment law and the revised Data Protection Act (revDSG) set clear boundaries on how you can use them and what you must disclose to candidates.
When You Use Personality Tests
Personality tests typically enter the hiring funnel after application screening but before or alongside interviews. Mid-sized Swiss firms often deploy them for management positions, sales roles, or positions involving high stress or teamwork. Some SMEs use them only for final candidates; others test all shortlisted applicants.
You may use a personality test only if it is genuinely relevant to the job. Testing a warehouse picker on emotional intelligence is hard to justify; testing a project manager on reliability and communication is reasonable. Document why you chose the test for that role.
- Deploy after initial screening, not before you review CVs
- Choose tests aligned to actual job demands (job description, Pensum, reporting lines)
- Inform candidates in writing before they take the test
- Use established, validated tools; avoid DIY or untested questionnaires
- Never make it a pass-fail gate—treat results as context, not a score threshold
- Keep results confidential and secure (revDSG compliance)
Your Legal Obligations
Under the Arbeitsgesetz (ArG) and revDSG, you must obtain explicit, informed consent from each candidate before administering a personality test. Consent means they understand what you are testing, why, how you will use results, and who may see them. 'Explicit' means active agreement—silence or assumption do not count.
The revDSG requires you to process personality data lawfully and transparently. You must store test results securely, limit access to hiring decision-makers, retain them only as long as necessary (typically until hiring is complete), and never re-use them for other purposes without fresh consent. If a candidate requests their results or how you used them, you must respond within 30 days.
- Get signed or email consent before administering any personality test
- Explain the test purpose, what traits it measures, and how results inform your decision
- Comply with revDSG: store securely, limit access, delete after hiring cycle
- Respond to candidate data access requests within 30 days
- Do not repurpose test results (e.g. for onboarding or performance review) without new consent
- Consult a lawyer if you operate in multiple cantons or have questions on consent scope
The Most Common Mistake
The single most common error is treating a personality test score as a veto or rank-order decision rule. An employer sees a candidate scored 'low on openness' and rejects them outright, or ranks all applicants by test score alone. This conflates a personality snapshot with hiring suitability and often masks unconscious bias.
Tests are one data point. A candidate who scores low on a trait may still excel in that role via experience, motivation, or team support. Combine test results with interviews, reference checks, and work samples. Keep a paper trail showing how test results contributed to (not determined) your final choice. If challenged, you must explain your reasoning.
- Never use test score as sole or automatic rejection criterion
- Always validate test findings against interview and reference feedback
- Document your reasoning: 'Test showed X, interview showed Y, we chose Z because…'
- Be alert to candidates who score low but have strong interview performance—test may not suit them
- Train whoever reviews test results to avoid over-weighting a single metric
- Review your selection outcome: do hired candidates actually match the profile the test predicted?
Frequently asked questions
- Can I use a free online personality test I found, or must I buy a validated tool?
- Free tests may work for initial screening, but validated, job-specific tools (available from Swiss HR consultants or psychologists) are more defensible legally and predictively. A lawyer can advise on whether your chosen tool meets revDSG standards. Document your choice and rationale.
- What if a candidate refuses to take the personality test?
- A candidate may refuse. You cannot force them or penalize refusal directly. You can continue assessing them via interview and references, or decide not to proceed—but document that refusal alone did not disqualify them. Treat refusal as a data gap, not a red flag.
- How long can I keep personality test results after hiring?
- Under revDSG, keep results only as long as necessary for the hiring decision. Once you hire, you may delete them unless you have a separate legal reason (e.g. onboarding context) and fresh consent. Most firms delete within 30–60 days of hire date. Consult your data protection officer if unsure.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.