How to use personality tests in the selection process
In a traditional interview process, there is a limited period to get to know the candidates. Although an hour may be enough to ask a candidate questions about their past experience and give us examples of their past behavior, it is not enough time to learn about their motivations or their communication style in the workplace. This is where pre-screening personality tests come in handy. These tests are a good opportunity to learn more about candidates during the selection process, even before inviting them for an interview. In this article, we'll look at everything you need to know to use personality tests and answer questions like: Index of contents What is a prescreening personality test? Why you should use personality tests in hiring processes What to do and what not to do in pre-screening personality tests Four pre-selection personality tests (and what they are for) How to use personality tests with your selection strategy Frequent questions What is a prescreening personality test? Pre-screening personality tests are empirical assessments that measure unrelated behavioral characteristics of candidates.
Typically, these tests are given to candidates before the job interview, in order to complement the interview process. They are self-assessments with multiple choice format so that candidates choose the characteristics or statements that best represent their personality. From the results, you can better understand a candidate's underlying characteristics, such as their motivations, communication style, temperament, character, personal identity, and so on. For example, a personality test can reveal how a person prefers to interact with others, their preferred way of handling a stressful DM Databases situation, or how flexible they are to change. Why you should use personality tests in hiring processes The key question is: do personality tests really help you hire better employees? According to the data, of course yes. Studies show that, if used correctly, personality tests have four main benefits: 1. Assessments that measure multiple areas predict performance Although personality tests have received criticism for providing inaccurate predictions about job performance when used alone, they have been found to be helpful when used in conjunction with other tests , such as cognitive ability tests or job adjustment tests.
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Frederick Morgeson, a specialist in business psychology at Michigan State University, explains it clearly : “It's not a matter of fate… What we're trying to do in the context of hiring is figure out, as best we can, how a person will behave. in a position. “We are improving the odds.” 2. Personality is less variable than behavior Many job interviews focus on past behaviors. However, people can change or adapt their behavior. For example, someone who is disorganized by nature may develop habits to stay organized, even though it is not inherent to their personality. Even so, when faced with a new situation, your personality will most likely come to light. In other words, if behavior is the tip of the iceberg (what you see), personality is what lies beneath, and may not be evident in the selection process without a personality test. 3. Candidates answer personality tests honestly You may be worried that candidates will not answer the personality test honestly and will try to give the “correct” answers. But according to Deniz S. Ones , professor of Industrial Psychology at the University of Minnesota, various studies indicate that, in most cases, candidates do answer personality tests honestly.
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