Executive Summary While tests of personality, behaviors, and skills still cannot predict with absolute certainty how a person will perform in a given job, HR departments across a wide variety of industries are relying on them more and more to aid in hiring, promotions, and retention decisions. This is because effective tests can reap clear results: companies who use them are noticing that they are making fewer hiring mistakes and are placing more people in jobs that actually fit their personality. In this ExecBlueprint, four HR VPs describe how testing has helped their organizations develop a high-performing workforce. Please Register to Read More ► - See more at:

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10 KEY QUESTIONS AND DISCUSSION POINTS


►Process to determine which personalities would be of benefit to the organization?


►What percentage of potential hires take personality tests?


►What percentage of your HR employees have taken personality tests ?


►Successful reorganization of your company's HR structure?


►What are the challenges of using personality tests in hiring?


►What are the challenges of using personality tests in reorganizations?


►What percentage of your HR budget is allocated to the development personality tests?


►How do you overcome the objections of potential hires to taking a personality test?


►What percentage of potential hires typically object to the use of personality tests?


►What process is used to develop the personality tests used in your organization?



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