Tests for personality of employees may appear outdated however, in the present day in which the amount of applicants exceeds the number of job openings more and more companies are turning to a team session personality test to determine the potential and current employees fit in with their business.
Why do we use personality tests? In recent times, IQ (intelligence quotient) tests have been considered to be inadequate in their assessment of emotional characteristics within a person, which we all know is crucial when it comes to work. In the year 1990, a new intelligence known as emotional intelligence (EQ) was suggested to Peter Salovey and John Mayer. This encompasses a variety of people and their reactions to specific situations, but the four major elements mentioned in the study include:
Individuals must be able to discern the emotions of others and themselves and also be able to express their emotions effectively.
The public must be aware of how their feelings influence their thoughts, choices, and their coping mechanisms.
The human mind must be able to analyze and comprehend their emotions, which can often be complicated and inconsistent.
It is essential for people to control their emotions in order they can stifle negativity and also make utilization of their positive feelings.
Employees who have high EQs tend to remain cool under pressure, be empathetic toward their colleagues they are able to admit and accept their mistakes as well as lead by example. know how to resolve conflicts efficiently, take criticisms well and remain calm when under stress.
There are a variety of personality tests that companies can pick from, including myers-briggs type Indicator and the Hogan Assessment plus many more that all employ extremely different and comprehensive methods to assess the personality of a candidate.
Although personality tests could provide more information to an interview and help employers discover more about the person being interviewed, rather in addition to the traditional “What is your strength and weakness?” it’s important for entrepreneurs to be aware that they shouldn’t use testing for personalities as the sole method of selection. The tests are typically used to assess five aspects of personality for the candidate: extroversion emotional stability, conciliability, commitment to learning, however the body language, the tone of voice, prior experiences and goals should be taken into consideration during the application process and interview.
In this light I’ve identified the pros and cons of conducting a personality test prior to selecting potential employees.
Benefits
When taken prior to interviews, the personality test can aid in narrowing down the list of applicants, since they give an insight into the character of applicants. They also help employers decide who are worthy of an interview.
The test could also be helpful managers in deciding which questions to ask the applicant when they attend an interview.
In the midst of a small amount of time during an interview, the candidate’s abilities and qualifications can missed in a resume or when meeting face-to-face but the test of personality can provide a greater insight into how they can be a good fit for a particular company’s working environment.
There is usually less turnover within a company when applicants exhibit traits that are similar to those of the majority of employees.
Tests of personality typically identify certain interpersonal traits that could be needed for certain jobs.
Negatives
Some personality tests may require a significant amount hours and time to do which could deter a prospective candidate from continuing with the process of applying.
A candidate’s education and experience could be in conflict with the test results which makes it harder for managers to decide which way to go.
The majority of the time test takers answer tests on their personality based on pleasing the test taker or what is acceptable in society and discredits the test.
There is a possibility of an absence of diversity in the workforce if everyone has the same characteristics.
Personality tests can be costly and can range from paying for the tests, to hiring someone to conduct the tests. This should be considered against the probability that the best candidate will be selected for the job.
Although an applicant may pass the test correctly but this doesn’t suggest that they are suitable for the job . They can perform with the same degree of success when they get an opportunity within the organization. This is a reminder of how crucial it is to not rely solely on the test for personality to select employees.
If a business decides to participate in the hiring process the use of a personality test and/or not, benefits and disadvantages must be evaluated in light of what is best for the company. Certain sectors and positions may benefit from taking this test, but as noted in the negatives this test could also discourage candidates from applying to the job. In the past the most crucial thing is the fact that the test should not used as a standalone method of hiring, as it could be detrimental to the business over the long haul.
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