All of you might have gone on to hear about personality tests in recruitment. Their popularity goes on to increasing and in fact they are ...
All of you might have gone on to hear about personality tests in recruitment. Their popularity goes on to increasing and in fact they are considered to be one of the ways where you can obtain more information about a candidate without even having an idea about them. Yes we might interview them to find out more in details but this might not suffice. The personality tests for recruiters are useful but in order to achieve optimum results you have to be aware on how to use them.
The choice of the best personality test for hiring
When there is multitude of tests available how to figure out which one is the best among them. An important aspect to consider when you are choosing an assessment test is to figure out that they are reliable and valid. Tons of personality tests are out there in the market and you have to be really careful about the one that you are choosing. Some of them have gone on to emerge out of the blue without any form of scientific validation even.
Obviously you are not going to base your next hire on the basis of questions that do not seem to be valid or reliable, and this would not be the case. For your personality tests it has to be the same. To choose a personality test, a behavioural trait or any evaluation, it has to match up to the criteria that you are on the lookout for. The onus is exactly on the organization to figure out what they are looking to assess. Now what you are looking to assess depends upon the following pointers-
- Are the skills that are required needed to fill up an upper level executive job
- Are you planning to evaluate the closing skills of a sales person
- Do you want to evaluate the hiring process of a management
- Making it a point that the test goes on to fulfil your needs
You have to be really careful as you need to have other handy means as part of your recruitment process. This can be in the form of interviews, background checks or even technical tests. Personality tests are not enough and it does not have to be the only strategy that you use in the process of the next hire.
You can combine personality tests with interview grades
Consider an example where you are on the lookout for your next project manager. You are going to ask your candidate whether they are organized as they can give you an example to specify their organization level, why they are going to think they need organized, if people go on to provide them with unplanned checks. Now do you think that someone who is naturally organized is expected to provide you with an honest answer to that question? When someone is looking to get hired there is a level of tongue twisting involved.
A personality test is expected to reveal the stature of a candidate in your organization, but on the basis of a personality you can outline an interview guide. Just consider this situation an extremely spontaneous candidate is going to get a certain type of question that would gain insights on their natural reflexes based on that specific personality dimension.
Now the answers to both the questions are going to lead to the same answer as we do not want to look out for any recruitment bias. Now this is the great way to simplify your life as a recruiter, and this points to the fact that nearly half the job is done.
Go beyond the process of hiring
Mostly personality tests are used in the process of hiring, but in certain cases we have to go beyond them. Just remember my manager earlier! Both of them did go on to complete a couple of personality tests earlier and you might be able to see the benefits beyond the process of recruitment. This is going to help you understand the natural reflexes and personality traits of an individual and work towards team collaboration.
Do not miss out on the opportunity as you can assess the work force even at the stage of hiring. In case if you are trying to figure out a new way in order to know more about your candidates you have to hire the right person for the right job you have to incorporate smart hires on the basis of fit and culture in the job you have to make smart decisions that go along with the culture and even your team. In this case personality tests might work out to be the right sort of option for your needs.
There are ample reasons why you cannot ignore personality tests as part of your job. If you are a bit conscious you can go on to give them a try.
By adopting personality tests for hiring you assure a higher ROI
There are ample benefits that arise when you go on to adopt personality tests for hiring and one of them does go on to have a direct impact on your bottom line. They do go on to provide an ample return on your investment. You might be able to identify the problem whether it relates to the dreaded process of hiring and to arrive at tangible solutions work out a way.
Even when you find the right candidate you are bound to avail long term benefits. When you go on to hire bad candidates it leads to a loss of time along with resources. The worst part is that it does go on to have a negative impact on your current set of employees.
Personality test for recruitment is known to possess a great ROI as they go on to pinpoint the qualities along with traits that is needed by an individual in order to succeed in a given job. If it fits the organization culture then the results are positive for everyone to witness.
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