Recruitment Process: Types Of Personality Test Evaluation

Personality questionnaires are methods that enable recruitment and hiring professionals to gain a more in-depth understanding of a candidate's general outlook, work attitude, and suitability in relation to organizational culture and individual motivations.

 

It is challenging to predict how an applicant will perform in a job based solely on their Curriculum vitae and interview behaviour. In an interview, candidates are rarely themselves and often out to impress.

Recruiters frequently use personality assessments to validate or invalidate hiring assumptions about the type of individual they are searching for. Despite their popularity among recruiters and HR professionals, using personality tests for hiring has severe drawbacks.

Indeed, personality psychometrics can help you make better hiring decisions. In that case, you should read this article first, which debunks their effectiveness.

As seen by this, 91% of major corporations that use pre-employment screening in the recruiting process frequently include personality questionnaires to make better hiring decisions. It is critical to distinguish personality tests based on their dependability and outcomes; only some are of equivalent quality.

 

We've done some legwork for you and compiled a list of the top seven.

 

Caliper Profiling

The Caliper Profile is a test that assesses an individual's personality traits and motivating factors to identify on-the-job behaviour and potential.

It involves measuring 22 traits and provides insight into the internal motivation that relates to the role. It has been validated by nearly 6 decades of research.

The assessment data can be used for various purposes, including a selection of employees, growth, promotion, team building, and performance management.

 

Myers-Briggs Personality Type Indicator (MBTI)

The Myers-Briggs Type Indicator (MBTI) is a self-report introspective questionnaire that identifies differing opinions in how applicants view the world and make decisions.

This demonstrates how an employee's personality is related to 16 personality types. It is most commonly used to determine whether an applicant would be a suitable cultural fit within a company. Still, despite its widespread use, we do not recommend it for candidate selection.

 

Hogan Personality Test

The Hogan Personality Inventory (HPI) assesses how individuals relate to others at their best by describing normal or bright-side personalities.

It provides valuable information about how people work, how they lead, and how successful they will be.

As a predictor of job performance, this is a helpful tool for recruiters, offering insights into how individuals work and lead.

 

HEXACO Personality Test

The HEXACO Personality Inventory is a tool for assessing the seven different dimensions of personality:

• Honesty-Humility
• Emotional instability
• Extraversion
• Agreeableness (versus Anger) (versus Anger)
• Conscientiousness
• Experience Flexibility

This personality questionnaire, like the previous one, is excellent for helping recruiters identify candidates with the right to be inspired by humans to fit into an organization.

 

Berke Evaluation

The Berke Assessment is a straightforward personality questionnaire that assesses both traits and abilities related to personality and problem-solving.

It's a powerful platform for recruiters, especially those at Fortune 500 companies, as it assists over 700 companies in making hires.

However, the tool can be used by any size of business. It's a good option for employers looking for an evaluation tool that can be extensively customized to their needs.

 

SHL Occupational Personality Inventory (OPQ)

This is a well-known workplace personality test owned by Gartner. It's over 30 years old and is utilized for hiring worldwide.

This well-known personality test is based on the idea that our daily habits can significantly affect our job performance.

It seeks to determine an applicant's suitability based on such criteria. It is used at all tiers of the hiring process, from graduate to management to leadership.

This is for hiring process professionals who prefer established and proven results.

 

The Index of Prediction

The Predictive Index, used by some major companies such as Subway and AutoNation, is a recruitment tool that delves deeply into behavioural science.

It's only a 10-minute personality questionnaire, so it won't significantly impact your application achievement levels or other hiring process metrics.

Takers of the assessment are asked to choose words that describe how others expect them to act and phrases that represent them in their own opinion. It provides a quick snapshot of how they think and work.

It's an excellent personality test for hiring managers looking for quick insights into candidates' natural motivating factors and drivers.

 

Realistic Job Evaluations

As previously stated, evidence suggests that a person's personality type and on-the-job performance are not necessarily correlated. In fact, the more reasonable your assessment of what individuals usually do on the job, the clearer your chances of determining their suitability.

Realistic Job Assessments create "day-in-the-life" style assessment narratives by extracting real-life scenarios from the particular company and work environment. They can assess various behaviours, hard and soft skills, and job knowledge. They don't usually include personality traits because it's often best to have a mix of personality characteristics in your teammates and culture to get a wide range of perspectives.

 

Top Keynote

Personality tests are a helpful way for HR and L&D team members to achieve a little additional insight into how individuals may respond to managers or colleagues. Still, they must be used with caution in new recruits. It's critical to keep track of which tool is best suited to the task at hand. Our pre-hire assessment guide may be of assistance.

So, before you choose one of the above providers, think carefully about the role's requirements and what you want to accomplish when setting the test. Make sure there aren't other tools you can use that are more significant predictors and reliable.

 

Visit the HR Library to acquire all relevant HR resources.
Contact here for more information on hiring employees.