Personality tests have been used in hiring for years. Generally, these assessments are helpful in evaluating whether or not a potential employee’s personality will excel in a certain workplace. It is noteworthy, however, that some personality tests are unfair assessments of a candidate’s ability to perform well. Below, we will compare two of the most popular types of personality tests used in hiring.
Type Indicator Tests
General psychometric personality assessments are the most popular and traditional type of personality test to use in pre-hire evaluation. Type Indicator tests aim to measure how people make decisions and see the world around them.
These types of tests are good tools to use in showing how people are different. But these types of tests tend to be overly generic and often tempt the potential employees to answer dishonestly. For example, employees must say whether or not they agree with the following statement, “Over the course of the day, I can experience many mood changes.” These types of questions do not take into account the fact that context determines how humans react to different situations. Type indicator tests can have great worth in terms of self-reflection and group interaction, but they are not very good predictive assessments to use in pre-hire evaulations.
Predictive Analytics
Value based assessments, like the Harrison Assessment, predicts whether or not a person’s values, qualities and beliefs will help them to succeed in a specific role or company.
These types of predictive analytics are much more customizable than type indicator tests, and they allow potential employees to reveal what’s important to them.
Individuals excel in areas where they are passionate, and value based assessments expose those areas. For example, a person who is a natural introvert will become extroverted in settings that are aligned with their highest values.
According to John Demartini, a human behavioral specialist, “An accurate assessment [of personality] depends upon an individual’s hierarchy of values and the degree of congruency between those values and his or her attentions, intentions and actions.” Value based assessments seem to be effective tools in predicting a candidate’s success in a specific role or company.
Bottom Line: Don’t miss out on top performing employees because you are using unfair assessments to judge their future success in a position. Be sure to do your homework before choosing which type of personality test to use in your upcoming hiring endeavors.