What is the Enneagram test? How you can use it in your hiring campaign

Along with skills and experience evaluations, personality tests can help you get the most complete picture of your candidates when making hiring decisions. It’s not always easy to predict how a qualified applicant will mesh with your current team, and personality conflicts can hinder productivity. 

Personality testing provides deep insight into an applicant’s work motivations and how they’ll fit within your existing team. The Enneagram test is a personality test that sorts individuals into nine personality types with characteristic traits.

We’ll explain what the Enneagram test is and show you how you can use it to make your next great hire.

What is the Enneagram test?

The Enneagram is a personality test that typically includes 100-150 questions. TestGorilla’s Enneagram test takes only 10 minutes to complete.

Each question includes a pair of statements, and the test-taker must choose the statement that they feel best applies to them. Some example questions include:

• “I rarely display signs of affection” or “I am not afraid to display signs of affection”

• “Friendship over fairness” or “Fairness over friendship”

• “I speak my mind about other people’s lives” or “I am withdrawn and somewhat ambiguous in my communication”

• “I am determined in times of hardship” or “I withdraw and am demotivated when faced with hardship”

The questions are designed to evaluate an individual’s motivations, core beliefs, and relationships with others. Based on a person’s answers, the Enneagram test will classify them as one of nine fundamental personality types. 

The nine Enneagram personality types are divided into three centers of intelligence. In addition, each personality type interacts with three instincts, resulting in 27 Enneagram subtypes. These subtypes can provide greater detail about how an individual expresses their personality.

Importantly, the Enneagram test provides guidance for the types of relationships that typically develop between individuals with different personalities. So, it can be very useful for predicting how well employees will work together in a team.

History of the Enneagram test

The Enneagram test in its modern form was created by philosopher Oscar Ichazo and psychiatrist Claudio Naranjo in the 1970s. However, the origins of the Enneagram system date back to ancient times.

Early elements of the Enneagram can be traced back to ancient Greece around 600 BC. Patterns associated with the Enneagram appear in stories like Homer’s Odyssey as well as in geometric symbols drawn by the mathematician Pythagoras. In 200 CE, the Greek philosopher Plotinus wrote about nine fundamental qualities that define human nature.

The first known Enneagram diagram appeared in 1305 in Spain. Similar diagrams were in use in the Middle East around this time by Sufi and Jewish philosophers.

In the early 20th century, the Armenian spiritual leader George Gurdjieff introduced an Enneagram diagram that is nearly identical to the one in use today. Ichazo discovered the Enneagram through Gurdjieff’s work and brought structure and publicity to the system along with Naranjo.

The Enneagram test is now a staple of psychology, and it has been validated through a series of academic studies.

Learn more: Origins of Enneagram

How the Enneagram system works

The Enneagram system is constructed around a diagram that shows each of the nine personality types and how they’re interconnected.

The diagram consists of a circle with several lines inside. Points on the circle are labeled from one to nine, with nine at the top of the circle. The nine points represent the nine core personality types within the Enneagram system.

Inside the circle, an equilateral triangle connects points three, six, and nine. The other points are connected by a series of lines that follow the path 1-4-2-8-5-7-1.

Let’s take a closer look at how the Enneagram system works.

Enneagram types

There are nine Enneagram personality types:.

1.The Improver/Reformer 

The Improver is idealistic, purposeful, and a perfectionist. They set high standards for themselves and others and have a strong moral compass. 

They can be judgmental, impatient, or uncompromising in pursuit of their goals, but they also strive to explain their goals to others.

Learn more about the Type 1 Enneagram.

2. The Giver/Helper

The Giver is generous, friendly, and empathetic. They seek connection with others and have a deep desire to feel needed. 

They can be good listeners but also have a tendency to put their own needs behind those of others.

Learn more about the Type 2 Enneagram.

3. The Go-getter/Achiever

The Go-getter is goal-driven, confident, and energetic. They define their success by the goals they’ve accomplished and can be strong leaders when working in teams. 

However, individuals with the Go-getter personality type can also be highly competitive or insecure.

Learn more about the Type 3 Enneagram.

4. The Contemplator/Individualist

The Contemplator is sensitive and reserved. They are often highly creative and excel at taking inspiration from their environment.

People who have a Contemplator personality type can be moody, and they often prefer to maintain distance from others.

Learn more about the Type 4 Enneagram.

5. The Pioneer/Investigator

The Pioneer is curious, innovative, and independent. They often have an entrepreneurial flair since they can imagine the world in ways that others don’t see. 

However, they can also act obsessively and may have trouble relating to colleagues who can’t grasp the complexity they see.

Learn more about the Type 5 Enneagram.

6. The Devoted/Loyalist

The Devoted is hard-working, cooperative, and anxious. They often work well in teams, going above and beyond for projects they believe in. 

However, they can also be indecisive and take on more stress than is healthy in some situations.

Learn more about the Type 6 Enneagram.

7. The Cheerleader/Enthusiast

The Cheerleader is high-energy, extroverted, and excited about new experiences. Their energy is contagious, and they’re very eager to take on new projects or learn new skills. 

Their enthusiasm can lead them to become distracted, so it’s important that people with this personality type have a clear direction to follow.

Learn more about the Type 7 Enneagram.

8. The Master/Challenger

The Master is confident and decisive. They can be strong leaders and problem-solvers. However, they are also confrontational and may have issues managing other people. 

Learn more about the Type 8 Enneagram.

9. The Agreeable/Peacemaker

The Agreeable is easy-going, peaceable, and supportive of others. They can help broker compromises between team members and encourage people to work together. They are highly anxious about conflict and avoid actions that might upset others. 

Learn more about the Type 9 Enneagram.

Wings

The nine personality types represent an individual’s core personality. However, many people don’t fall precisely into one of those personality types but rather overlap with adjacent types.

The two personality types on either side of an individual’s dominant personality type are known as “wings.” So, for personality Type Seven, “the Cheerleader,” the wings are “the Devoted” and “the Master.” 

An individual’s core personality might include many elements of one or both wings. They might also find that one wing of their personality is more prevalent at certain times, such as when they’re stressed.

Centers of intelligence

The Enneagram personality types can be divided into three groups, also known as “centers of intelligence.”

• Body-centered (Types Eight, Nine, and One): Individuals with these personality types tend to act based on their instincts. They frequently have issues controlling their anger and using it effectively.

• Heart-centered (Types Two, Three, and Four): People with these three personality types act based on their feelings. They often have problems with self-image or feelings of shame.

• Head-centered (Types Five, Six, and Seven): Individuals with these personality types act based on their thoughts. They are usually more anxious than individuals with other personality types and often act out of fear.

Levels of development

Each Enneagram personality type has nine levels of development. These represent how intensely an individual experiences the positive and negative traits of a particular personality type.

Level One represents the highest and healthiest level of development, while Level Nine represents the least healthy form of a personality type. As an example, let’s look at several levels for “the Cheerleader” (Type Seven):

• Type Seven Level One: Thankful for the experiences they have and feel at ease without a constant stream of new experiences.

• Type Seven Level Three: Curious and practical, performing well at many tasks.

• Type Seven Level Five: Hyperactive and restless, throwing themselves into new experiences and projects without much aim or follow-through.

• Type Seven Level Nine: Highly restless, depressive, and in need of constant stimulation.

Individuals can move up and down the levels of development for their core personality over time. This is one of the key ways that individuals grow and change within the Enneagram system.

Lines

There are two sets of lines in the Enneagram diagram: 3-6-9 and 1-4-2-8-5-7-1.

The lines indicate directions in which an individual’s personality may grow or develop. For example, someone whose core personality type is “the Contemplator” may develop traits of “the Improver” or “the Giver” over time.

Learning to channel traits from these adjoining personality types is another way in which individuals can grow. They’ll still retain their core personality, but they may be able to develop a more flexible emotional and psychological response to handle different situations.

Enneagram instincts and subtypes and why they matter

In addition to the nine Enneagram personality types, the Enneagram system also includes three “instincts.” These are deeply rooted biological drives that influence individuals’ decision-making.

• Self-preservation (SP): An instinct to preserve one’s physical, mental, and financial well-being. In response to this instinct, individuals often hoard resources like energy or money when they feel stressed.

• One-on-one (SX): Also called the sexual instinct, this is the inclination to form deep one-on-one relationships with other individuals. It derives from humans’ biological instinct to pass on their genes through reproduction and their legacy through ideas.

• Social (SO): An instinct to work cooperatively with others towards a common goal. The social instinct is part of what enables individuals to have a strong awareness of social norms and relationships within groups.

Instincts are distinct from the nine Enneagram personality types but interact with them. So, each Enneagram personality type can be divided into three subtypes based on the instinct that an individual most strongly expresses.

For example, “the Pioneer” (Type Five) could also have a strong self-preservation instinct. Their Enneagram subtype would be classified as “Type Five SP.”

The subtypes for each personality type have slightly different characteristics. For example:

• Type Five SP can be introverted and protective of their privacy

• Type Five SX is typically excited to explore a deep relationship with another person

• Type Five SO can be enthusiastic about sharing ideas with those around them

Enneagram subtypes matter because they can significantly change how an individual expresses their personality type. Two people with the same Enneagram personality type might respond very differently to the same work environment if they have different instincts.

Importantly, an individual’s instinct is most likely to be noticeable when they are stressed. So, if you’re hiring for a high-stress position, it’s well worth looking beyond candidates’ fundamental Enneagram personality types to their instincts and subtypes.

Benefits of the Enneagram test

The Enneagram test can be a powerful tool for hiring managers and recruiters. It provides deep insights into candidates’ personalities and their suitability for specific job roles and teams.

Let’s take a closer look at some of the key advantages of using the Enneagram test during hiring.

1. Understand candidates’ motivations

Knowing what motivates someone’s reason to work is extremely useful when hiring. If you understand an applicant’s work drives and desires, you can better predict whether they’ll excel in a role and stay with your company for the long term.

The personality types described by the Enneagram test point clearly to the motivators that drive different individuals. For example, “the Improver” is driven by a personal mission, while “the Master” is motivated by having problems to solve.

2. Predict candidate job-role fit

Certain job roles are better suited to particular Enneagram personality types. For example, a customer service job requires someone who is helpful, cheerful, and patient. 

A candidate with “the Agreeable” or “the Giver” personality type might perform well in this position, while an applicant with “the Master” or “the Contemplator” personality type might struggle.

It’s also important to think about whether a job role requires a lot of cooperative teamwork. Some Enneagram personality types prefer working on their own, while others crave a more social and collaborative work environment.

You can use the Enneagram system to predict which personality types will work best for a particular open role, then focus your time and hiring resources on individuals who have the desired personality and character traits.

3. Build effective teams

The Enneagram test can also help you build more cooperative and effective teams within your workplace.

The best teams will consist of individuals with different personality types since those individuals may bring new ways of looking at problems and communicating within the team.

However, the personality types present in a team also need to collaborate well. A team made up of individuals with “the Contemplator,” “the Pioneer,” and “the Master” personality types could clash since all three of these personalities prefer problem-solving on their own. 

Many teams could benefit from including social individuals with “the Agreeable,” “the Giver,” or “the Cheerleader” personality types.

When hiring for team-based roles, it’s important to think about what personality types are already present on the team. So, you’ll likely need to administer an Enneagram test to current employees as well as job applicants.

4. Help employees develop

The Enneagram test can also be used to help new hires develop. Managers who understand the core personality traits of new employees can better anticipate how they prefer to work and what areas they may need support in.

This kind of personality-targeted support can dramatically improve an employee’s onboarding experience and increase your company’s employee retention rate.

Managers can also use the Enneagram system to help an employee grow professionally. For example, individuals with personality types that prefer to work solo can grow by being added to small teams over time. 

Individuals who are highly social but sometimes indecisive could be groomed for promotion to management with leadership training.

Tips for using the Enneagram test during a hiring campaign

In order to get the most benefits out of the Enneagram test during a recruitment drive, it’s important to understand how to incorporate it into your hiring process. Here are five tips to help.

1. Match job requirements with Enneagram personality types

Before you begin assessing candidates, think carefully about how the job role overlaps with Enneagram personality traits.

For example, a managerial role could benefit from a candidate with a personality type geared toward leadership. A customer service job might require a candidate who is patient and friendly, like individuals who fall into “the Giver” or “the Agreeable” personality types.

You should also think more broadly about your company culture. If your organization is highly mission-driven, you’ll want to look for candidates with personalities that match this ethos.

2. Assess personality types within your company

It’s a good idea to administer Enneagram tests to your current employees. This can offer insight into what personality types are most prevalent at your company. You may find that individuals with certain Enneagram personality types are more likely to stay with your company longer.

You can also use this information to look at what Enneagram personality types exist within a specific job role. It’s possible that all of the employees your company currently has in that role fall into one or two personality types, suggesting that you should look for candidates with that personality type.

If employees in a role already cover a wide range of personality types, consider looking through performance reviews to see if there are any patterns. You can also talk to managers to ask whether specific personality traits help or hinder employees in that job role.

3. Consider compatibility within teams

While individuals of all Enneagram personality types can find ways to work together, some personality types are more compatible than others. Individuals tend to be most compatible with colleagues whose personality types are wings of their own or are connected by lines.

If you’re hiring for a role that requires close teamwork, it’s worth thinking about the personalities that are already part of the team and what types would be most beneficial to include. 

Teams that currently suffer from conflict could potentially be improved by adding an individual who has “the Giver” or “the Agreeable” personality types.

4. Include personality type-specific questions in interviews

Once you know a candidate’s Enneagram personality type, you can ask interview questions specific to them.

For example, you might ask how someone with “the Contemplator” personality type approaches team assignments. You could also ask how an applicant with “the Improver” personality type is aligned with your company’s mission.

These personalized questions can help you dig deeper into how a candidate’s personality type will impact their day-to-day work and long-term performance at your company.

5. Ask references about candidates’ personalities

You can also incorporate questions about an applicant’s personality type when talking to their references. For example, if you speak with a candidate’s former manager, you can ask about ways the candidate has developed to deal with the negative traits associated with their personality type.

These trait-based questions are highly specific and may elicit a more detailed response from references than you would otherwise receive. They can also shed light on a candidate’s ability to recognize the weaknesses in their personality and turn them into strengths for performance.

Things to watch out for when using the Enneagram test

While the Enneagram test can be a helpful tool for hiring, it isn’t perfect. There are a few things to be aware of when using this personality test.

Candidates need to be very self-aware in order to answer all of the Enneagram test questions truthfully. Many individuals will choose statements that reflect how they would like to be seen by others rather than how they actually behave.

This can result in an applicant being classified to the incorrect Enneagram personality type. You could miss out on candidates that are a great fit for your job or interview candidates who don’t have the right personality fit for your role.

Posing questions in interviews that are guided by a candidate’s Enneagram personality can help you identify if misclassification is an issue. For example, you can ask applicants how they would respond to a specific situation. Their answer is likely to reflect their core personality.

It’s also important to remember that you shouldn’t eliminate candidates from your hiring process based on their Enneagram personality type alone. 

A personality mismatch between an applicant and the traits you identified as helpful for a role doesn’t mean they can’t perform well. That candidate, if hired, may just need additional support in specific areas of their work.

How to administer the Enneagram test

You can use TestGorilla to administer the Enneagram test to candidates. Our Enneagram test takes only 10 minutes to complete, and applicants can take it on any device. Once completed, you receive a detailed report about each candidate to help you interpret their Enneagram personality types.

Even better, you can mix and match up to five tests from TestGorilla’s library of more than 315 tests to create a custom assessment. This enables you to assess candidates’ Enneagram personality types alongside important work skills like time management and communication.

TestGorilla’s Enneagram test is completely free for an unlimited number of candidates. Paid plans, which include access to all of the tests in the library and other advanced features,, start at only $75 per month.

Getting started with the Enneagram test

The Enneagram test is a powerful tool for evaluating candidates’ personalities during hiring. It enables you to get deep insights into an applicant’s work motivation, preferred work style, social skills, and more. You can even predict how well a candidate will perform in a job based on their Enneagram personality type.

When paired with job-specific skills evaluations and tests for skills like workplace communication, the Enneagram test can help you get a complete picture of your candidates and make the best hiring decision for every open role.

You can start administering the Enneagram test to candidates at no cost using TestGorilla’s Free plan. Sign up today to integrate personality testing into your next hiring campaign.

Want to learn more about how TestGorilla can help improve your hiring process? Sign up for a free 30-minute live demo with a TestGorilla team member or check out our pre-recorded product tour.