While role-specific assessment is part of any job interview, personality tests have become a recruitment trend, offering recruiters target insights into the applicant’s personality, skills, and behavior. Using personality assessment for recruitment can offer important insights into work style, culture fit, and other factors determining the best candidates. But are these personality tests reliable?
It’s a practical approach for executive search Houston or employers to double-screen the applicants and ensure the individuals they hire are the ones that fit their company perfectly. So, personality tests are gaining tremendous popularity among companies across the world.
What is personality assessment for recruitment?
A personality assessment is a method of measuring different human behavior and characteristic patterns. In recruitment, personality tests deliver quantifiable values to traits that are difficult to measure, such as level of patience and customer service.
Recruiters tend to need clarification if personality tests are helpful in hiring. Some chant their praises, and others highlight their shortcomings. So, you can integrate personality recruitment into the recruitment process properly for better results. They can be a valuable tool in predicting the candidates’ propensity for success.
Why do organizations offer personality assessments?
Recruiting and training new workers is costly for companies. For this reason, they need to attract the right talent for the specific opportunities for the company’s productivity. Personality assessments continue to act as valuable tools for hiring, recruiting, and retaining excellent talents.
Personality is one of the proven indicators of job performance. So, evaluating a candidate’s behavioral tendencies in the office assists employers in determining if they will thrive in open jobs and fit into the company’s culture.
Personality assessment for recruitment offers insights into essential yet intangible info about prospects, such as values, work preferences, and personality.
Common personality assessments for a recruitment
- The caliper profile: evaluates how one’s personality traits correspond to their job performance
- The Myers-Briggs type indicator: helps to determine if the person will be an effective cultural fit for the company.
- The SHL occupational personality questionnaire: offers companies a sign of how some behaviors might affect a prospect’s performance.
- The Hogan personality inventory or HPI: evaluates an individual’s temperament and how the temperament matches the needs of a particular role.
- The DiSC behavior inventory: firms use this technique to learn about candidates’ professional habit style and their ability to work as a team
Advantages of personality assessments for a recruitment
- Learning specific info that personality tests offer helps employers study the prospect’s potential fit with the firm’s culture
- They help employers and recruiters know how to keep workers motivated and engaged while in the workplace.
- Effectively presented personality tests can reduce the chances of placing the wrong candidate in the wrong job post, an error that is detrimental to the whole company.
- Assessments designed using prior firm data can be a perfect indicator of how well the candidates will succeed in a particular role at a specific company.
A personality assessment for recruitment can reveal which prospects can set achievable goals while focusing on their tasks. It also indicates that they can manage their available time every day. Recruiters will make informed decisions on choosing the best candidate as the chosen candidates will have time management and organizational skills that will assist companies in improving their productivity. So, join the bandwagon and start using personality assessment for recruitment now.