The goal of retaining 10 employees requires an analysis of possibly hundreds of resumes. Then it is distilled down to possibly 30 potential candidates with the hope of getting 15 hires. After investing all that time, energy, and money, there is still no guarantee that those who are retained will remain with the organization for a substantial period of time.
In order to increase the probability of hiring individuals that will remain with the company, many companies are utilizing personality tests to assist with the screening process. Once specific candidates have been identified from the resumes, those individuals are then asked to take an online personality test to assist in the evaluation of the candidate.
Modern personality tests can uncover the best talent. The use of personality test started in the 1940’s and 1950’s. It was used by large corporations like AT&T for management level positions. By the 1960’s testing became less favorable due to validity and reliability issues. In the 1990’s industrial psychologists revamped the tests. Because of the changes, in 2001, 26% of large companies were again using these tests. By 2013, 57% of companies were now using the tests. Lower hiring costs occurred with automated job applications and inexpensive software. This meant better hiring results!
There are four great benefits to personality tests:
- First impression interview bias is eliminated.
- Individuals who interview well, but are poor candidates, are more easily identified.
- It will identify introverts who may not interview well.
- Extroverts, who are poorly suited for solitary roles, will be identified.
Administer the personality test Prior to the first interview (phone, face-to-face, or video). Remember that personality tests are only one tool in appraising potential candidates. Tests can be modified for specific organizations and job categories. Also the accuracy of a test can be skewed if the candidate has already taken several similar tests.
The use of personality tests can assist in the identification of candidates that possess the required skills and traits for a specific vacancy. They should ease the process and not make it more difficult. Don’t expect personality testing to assess the candidate’s true ability to perform in the job. Ultimately the use of personality testing can decrease turnover and assist in the final decision to hire or not hire. This can be a very valuable tool in the hiring process!
