Personality Assessments in Hiring

  1. Emergence of personality assessment

    In the recruiting process, it is nowadays quite commonplace for recruiters to integrate traditional qualification-based evaluations with personality assessments. That way, they acquire very precious knowledge about how such a candidate will fit in company culture and how he or she would act in any position.

  2. Personality as an influential factor in job performance

    Research has demonstrated that personality plays a major role in determining job performance in relation to particular tasks. However, while cognitive ability is necessary to provide general task proficiency, personality characteristics govern how workers operate and execute their jobs. Assuring personality is one of the tactics through which recruiters can identify a candidate with the right mix of skills and behaviors to perform well in their roles.

  3. The need for a balanced perspective

    A holistic hiring approach considers technical skills, knowledge, personality traits, and previous experience on the candidate's resume. With these aspects, recruiters can take the most informed decisions to hire appropriately. They might select employees not only qualified but also matched with the cultural requirements of the organization.

  4. Cost of bad hires

    The incorrect hire can lead to severe financial and operational implications. Poorly hired people may bring in a smaller than average level of productivity, more turnover rates, and low morale. So, with increased importance given to personality tests, companies can counter the facts involved in costly hiring mistakes.

  5. What are the benefits of personality assessments?

    Personality assessments offer the following advantages:

    • Cultural Fit: Hire potential employees who fit into the company's overall values and work culture.
    • Problem-solving abilities: Assess how the candidate approaches obstacles and their ability to think.
    • Work style and thought process: Understand a candidate's preferred working style and decision-making process.
    • Conflict management skills: Evaluate interpersonal conflict handling among candidates.
    • Objectivity: Reduce bias in the hiring process to support diversity and inclusion.

  6. Effective use of personality assessments

    To benefit entirely from using personality assessments, consider the following:

    • Right Assessment: Choose the right assessments that best support the specific requirements of the position or company culture.
    • Tie in with Timing and Purpose: Establish proper timing for assessment, whether as part of initial screening, before interviews, or in the final round.
    • Contextual Interpretation: Use personality assessments as one point of discussion in further evaluation.
    • Data-Based Decision: Use information from the assessment to make informed hiring decisions alongside other relevant details.