If used correctly, personality tests can be a powerful tool for HR professionals in the recruitment process.
They assist recruiters in gaining a better understanding of candidates’ personality traits, behavior, emotional reactions to specific situations, or they can shed light on what motivates candidates to succeed.Hiring people solely based on their technical abilities can sometimes prove to be a bad decision in the long run. Assessing a candidate’s personality traits, characteristics, and behavior can help determine whether they’re a good fit for a specific role. If someone is going to be around people all day, it’s probably best if they enjoy being around people. Personality tests assist recruiters in determining who among the shortlisted candidates is the best fit.
Personality tests, while not intended to replace decision-making, can assist recruiters in developing intentional questions that allow for more fruitful interviews with candidates. In short, personality assessments enable recruiters to identify candidates who will be a good technical fit as well as a good personality fit.
It is not always possible to accurately assess someone’s personality during an interview. A shy person, for example, may not stand out during the interview process but may be a perfect fit for the role. As a result, using personality tests during the hiring process can provide you with more information to make an informed decision.
Personality tests assist recruiters in determining who among the shortlisted candidates is the best fit. Personality tests, while not intended to replace decision-making, can assist recruiters in developing intentional questions that allow for more fruitful interviews with candidates. In short, personality assessments enable recruiters to identify candidates who will be a good technical fit as well as a good personality fit.
It is not always possible to accurately assess someone’s personality during an interview. A shy person, for example, may not stand out during the interview process but may be a perfect fit for the role. As a result, using personality tests during the hiring process can provide you with more information to make an informed decision.
While it is natural to believe that anyone in a sales position should be outgoing, being people-oriented and a good listener is far more valuable in sales roles. And personality tests can help you determine whether someone has the right personality traits for the roles you’re looking to fill.
What exactly are personality tests?
A personality test is simply a tool for measuring and identifying one’s personality traits.
Although there is some debate about using these tests in the recruitment process, when combined with other tests such as cognitive ability tests or role-specific skills tests, they tend to reveal a lot of useful information about candidates.
According to SHRM, nearly one in every four businesses uses personality tests to evaluate candidates during the hiring process. Many organizations recognise that personality tests are an effective tool for getting to know candidates better during the hiring process.
Personality tests are not the same as cognitive ability or aptitude tests, and they work best in conjunction with them. Personality assessments, while useful, are not intended to inform employers about someone’s intelligence or ability. They should also not be used as the final decision maker in the hiring process. Rather, they should be used to better understand candidates and assist hiring managers in developing appropriate interview questions, as well as to assess the potential for a culture fit.
Why should personality tests be used in the hiring process?
There are various types of personality tests, but they all help identify traits in candidates that can help inform hiring decisions.
We recommend that you administer personality tests as part of a pre-employment skills assessment before interviewing candidates for the best results. This provides you with actionable, detailed information about applicants’ characteristics, skills, and behavior, allowing you to make an initial selection and conduct more productive interviews.
Using personality tests in the hiring process will benefit you in a variety of ways. You can do the following with them:
Reduce employee turnover:
High turnover rates are detrimental to productivity and business performance, and personality tests are one method of reducing turnover. They enable you to hire candidates whose personalities make them well-suited for the positions you’re looking to fill.
Make decisions based on data:
Data always leads to better decision-making, and personality tests provide you with more actionable insights for recruitment.
Remove all bias:
Personality assessments allow you to understand a candidate’s characteristics without being influenced by your own unconscious bias. They provide you with the ability to make objective decisions, similar to data-informed decision-making.
Improve your understanding of your candidates:
It is critical to be able to accurately assess someone’s personality and behavior when deciding who is the best fit for a job. A personality assessment, for example, can help you assess someone’s ability to persuade, which can be especially useful in sales roles.
Examine the candidates:
Personality tests can also reveal differences between candidates with similar qualifications. If two or more candidates have similar qualifications for a role, personality assessment tests can assist you in selecting the best candidate.
Time is money:
What is one thing that most recruiters require more of? Time. By creating a shortlist of applicants who meet your criteria and expectations, using personality and skills tests saves you time.
Make a strategy for succession planning:
When hiring a new employee, it’s always important to consider that person’s career path at the company. What is the best option for them at the company? Could they thrive there? Do they want to? Personality tests can help you answer these questions, preparing you and your new hires for succession planning and upward mobility.
There is no doubt that personality tests are beneficial to hiring managers. They assist in many critical aspects of the hiring process, as well as ensuring objectivity when making new hires. Not only is this a best practice, but it also fosters trust among your current employees and any future employees who may join your team.
There’s no doubt that personality assessments are valuable tools for hiring top talent: they help you learn more about your candidates, build diverse teams, and improve organizational culture. Mercer Mettl helps you ease the task with efficient aptitude tests for hiring the perfect candidate. Check the website right away.
