There is no shortage of personality assessments accessible today, from Myers-Briggs to DiSC. Personality tests may provide vital details about potential hiring, in addition to helping managers understand their present staff.
Below, nine members of the Young Entrepreneur Council discuss the advantages and disadvantages of personality tests as a tool for hiring the best employees for your company.
What is the benefit of employing a personality test during the hiring or recruitment process? What details will these tests reveal to you that you would not otherwise learn?
“First, what I try to assess is integrity. For me, integrity is the consistency of words and actions.”
Kenneth Chenault
- Natural abilities and capabilities of a candidate
Personality tests may provide light on attributes that go beyond a person’s résumé, such as their ways of thinking, working styles, organizational routines, interpersonal strengths and weaknesses, dispute resolution techniques, and much more. These exams assist businesses in evaluating a candidate’s potential in actual work settings and in identifying attributes that mesh well with their culture. —Brian David Crane, Promote Excellent Ideas
- They blend with the culture of your business.
These days, employees are quitting their jobs in record numbers, and one of the causes is that they don’t feel like they fit in with the corporate culture. Therefore, if you don’t think these people would fit in based on the findings of their personality tests, you shouldn’t even consider hiring them. According to Andrew Schrage, Money Crashers Personal Finance
- Work Ethic
The Kolbe A Index is a test that we have found to be quite helpful; it doesn’t reveal anything about an employee’s personality, but rather their working style. For instance, some individuals are more systematic and research-oriented, whilst others must immediately jump in and get their hands dirty. Knowing this beforehand will help you locate the ideal candidate and collaborate successfully with them right away. AccessAlly’s Nathalie Lussier
- Possibilities and limitations
You can investigate a candidate’s strengths and flaws with the use of personality tests. It is not sufficient to merely ask for such information. The majority of individuals lack a true understanding of their assets or, more significantly, their deficiencies. Even if they are aware, it is exceedingly improbable that they would tell a recruiter this information. Personality assessments are made to assist you in exploring this data. WPForms’ Jared Atchison
- Ideal Working Conditions And Position
Not every personality test is made equally. However, when you identify a good one, utilize that knowledge to determine a few crucial aspects, like the kind of job that person performs best, the kind of setting they enjoy (for example, more flexible or more restricted), how they collaborate with others, and what drives them. Not everyone has the self-awareness to recognize these aspects of themselves. OneIMS’ Samuel Thimothy
- The truth about a person
Personality tests enable you to delve deeper into data that is harder to acquire through conventional interview questions. With the use of these tests, you may evaluate a person’s mental state as well as their strengths, shortcomings, anxieties, expectations, and more. In general, personality tests allow you to determine a person’s genuine character. Formidable Forms, Stephanie Wells
- Leadership qualities
Although not entirely accurate, personality tests may teach you certain things about people. To determine if a person is appropriate for a leadership post or not, I would employ a personality test. A test, for instance, can reveal if a person is likely to be aggressive or passive. It can also help you determine how well a person fits into a team environment. You may use this information to guide your recruiting selections. Blair Williams from MemberPress
- Workflow and disposition
A personality test should be used to help you understand someone, not as your only source of information on their precise inner workings as a person. However, it’s useful to learn about their personality and work style. The two biggest characteristics that have the biggest impact on team dynamics and task workflow are how a person works and interacts with others. Once you are aware of them, make hiring decisions based on your needs. We Buy Loans Fast’s Nic DeAngelo
FINAL WORDS:
Personality assessments are a terrific approach to learning more about the candidate you are recruiting. As a human resources professional, you may have heard of, used, or thought about utilizing the Myers-Briggs Type Indicator, the Caliper Profile, the 16 Personality Factor Questionnaire, or any other widely used approach.
Due to its capacity to assist you in determining if a candidate is a suitable match for the position, as well as to ensure that they can perform well in it and like working for your company, a good personality evaluation will always be a benefit to your recruitment process.
Your hiring process may be streamlined and improved with the aid of a good personality test, placing the appropriate candidates in the proper positions.
A valid and trustworthy model will be able to make decisions about applicants’ personalities based on their responses to a series of questions. Anyone who wants to use it should find it simple enough to do so, even online, so it shouldn’t cost a lot of time or money.