By Hannah Olsen, Principal Consultant, Cubiks USA.
Personality assessments for recruitment are growing in popularity and are now commonplace. Here are our Top Tips on how to set yourself and your organization up to capture the greatest value from a personality profiling tool in recruitment situations.
More than ever, employers are implementing in-depth assessments to get a solid understanding of how well a candidate fits a role. This has led to an increased use of personality questionnaires for selection. When used correctly personality assessments can provide recruiters with telling insight into the preferences and work styles of their participants. However, a poorly implemented personality questionnaire can cause confusion for all concerned and even result in a bad hiring decision.
So, how can you set yourself and your organization up to capture the greatest value from a personality profiling tool in recruitment situations? Here are our tips:
1. Understand the job you are seeking to fill
As most personality assessments typically measure a range of personality traits, it is important to identify those traits that are truly relevant to the job. Specifically, you need to understand the role in terms of core responsibilities, the competencies that are critical for successful performance, as well as your organizational culture, and work environment. For instance, the relevance of extroversion and sociability depends on the nature of the interpersonal interactions in the job.
2. Select the right tool
There is a plethora of personality tools in the marketplace. It is important to use a tool that has been developed in accordance with best practice and to a high technical standard. When looking at the tools available, you should focus on the documented reliability and validity of the instrument. Key questions you should ask include:
• Does the assessment provider have robust evidence that the instrument reliably and consistently measures what it purports to measure?
• Is there evidence that the test results are predictive of future performance?
Publié le 19 février 2020