Personality Testing in Hiring: A Good Idea?

Personality Testing in Hiring: A Good Idea?

Many employers are using personality tests to find the right fit for their job openings. Studies found that there was a considerable gap between job openings and hires. If you are looking to bring out team dynamics, personality assessments can be a fun jumping off point. If you are using it to determine pay raises, job placements, and other major decisions, you need to seek out additional information to back these tests up. The use of online personality tests by employers has been rising in the last decade as they are streamlining the hiring process.

Personality tests are used to assess the personality, skills, cognitive abilities and other traits. It is must for organizations to understand what differences among individuals systematically affect job performance so that the candidates with the greatest probability of success can be hired. If your hiring process relies primarily on interviews, reference checks, and personality tests, you are choosing to use a process that is significantly less effective than it could be if more effective measures were incorporated. Knowing the suitable assessment test will enable you to select a tool with a measurable impact on the bottom line. There are many different personality tests available to employers, measuring everything from “morality” and “integrity” to whether a person is an introvert or extrovert. These tests have reduced attrition in high-turnover jobs by 20 or more days in some cases. But the rise of personality tests has sparked growing scrutiny of their effectiveness and fairness.

There are many personality tests are available and using by today’s recruiters. Using well-validated, highly predictive assessment tools can help an organization to select candidates who will become top producers for the organization. However, all personality assessment approaches are not expected to generate genuine output. And some will not offer exact results as you expected.

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