Such tests have come a long way. No longer are they only about qualifying a candidate for a slot. The aim is a multi-level match: the candidate must fit the company culture and surrounding community.
But to select the right tool, employers must use their broad understanding of the process. Consider following tips while making use of personality tests for hiring such as Psychometric Assessment:
- Good executives can make poor hiring decisions:
This is as per conclusive research. Executives who are most confident of hiring the right personnel may be least adept at this process. There is a strong correlation between over-confidence and failure at hiring. Many executives may be sure that they can hire well but they may be poor at hiring and may need a HR professional. Here emerges the utility of personality assessment. It offers fairness, balance and perspective in the hiring process. As per research, if you use a well validated, consistent approach instead of a gut decision, you are likely to make a good hire.
- Needs versus Likes
Some hiring managers believe that a consensus in thought and attitude leads to efficiencies. As such, they wish to hire candidates who think like themselves. But the fact s, if you wish to encourage innovation and competitiveness, they can’t happen in a monolithic culture.
The personality tests help to evaluate various personality types. As an entrepreneurial set-up, you may wish to hire persons with a broad range of styles and experience. So it is better not to weed out candidates who don’t fit but rather look for diverse talents.
- Good Return On Investment (ROI)
All managers know that high turnover can cause great financial losses and poor morale. This factor has to be balanced against costs of tests. Thankfully, testing has become a viable option for even small businesses since early 2000.
In the 1990’s such tests were unpopular being regarded as too conformist and less aware of emerging values like diversity and individuality. Psychometric and personality tests quantify such traits.
Another trend is the online revolution. All kinds of tests have become easily available to business owners. Customizable tests are available at as less as $500.
Thirdly, there is a proliferation of online job postings and resultant boom in job-seekers in recent years. The resultant uptick in equally qualified applicants makes tools like personality tests to be suitable for sorting out candidates.
- Tests are not enough
Testing is not a one stop magic solution. There exist multiplicity of factors that can influence job performance and you need multiple steps in the hiring process for making a good decision.
Some of the steps in sequence include: scanning of resume, interview, verification of credentials and experience, reference check, background check and team meeting. Testing occurs typically at the middle of this process.
In sum, testing should be a guidepost and not a fixed label. All types of businesses must be aware of the fact that the candidate and his role are not static these days. Rather, they are dynamic and constantly evolving. So, pre-employment tests like personality tests have a crucial role to play. You can find online profile creation sites.
