Recent statistics show that more than 50% of US companies use a personality test to screen potential employees. The promise of the personality test is quite alluring: based on a series of multiple choice questions, a potential employee will reveal whether he or she is a good fit for your company. In the race to find the best candidates quickly, many companies are turning to personality testing to identify candidates with certain characteristics before the candidates are even considered for interviews. But can personality tests actually identify the best candidates for the job or are companies losing out on some highly-skilled workers who don’t fit the mold?
Getting Testy
Using tests to find out about character is not a novel idea. The earliest personality test was credited to Empedocles (450 BC), who classified people into four general categories related to the environment: earth, water, fire, and air. Hippocrates (400 BC) developed his personality theories based on bodily fluids (incidentally, the popular 4Q assessment uses ideas based on this type of approach). Although personality tests have undergone some transformation, their draw is still the same: a person’s character and values can be quickly elucidated through answering standardized questions. While it may seem that some of these assessments have stood the test of time (for example, the 16PF was created in 1949), they are not very accurate in showing who will have success in a particular job.
Higher Ground
Research has shown that personality tests do not adequately measure a potential candidate’s ability to succeed. While there may be more suitable tests that help quantify certain values, no personality test can be the linchpin in the hiring process. Part of the reason personality tests do not provide a complete picture of an individual is because they are typically based on algorithms. These algorithms use pre-set guidelines to identify which answers are considered the “right” ones. Unfortunately, these systems have come under scrutiny because they may unfairly flag candidates with disabilities or even keep women and minorities from entering into the interview process. These tests try to identify types of candidates: they are seeking the “average” person with a certain set of characteristics. However, Doctors Todd Rose and Ogi Ogas showed that there really is no “average” person.
The Human Touch
It is difficult to accurately gauge what a company has suffered in failing to consider a candidate who did not perform well on a personality test, but in today’s highly competitive hiring environment, businesses need to reconsider their approach. While it is unlikely that employers will completely eliminate personality tests in the interview process, they should put these tests in their proper place. Instead of using the tests to weed out candidates, employers should consider using them later in the hiring process —just one evaluation tool among many. The Society for Industrial and Organizational Psychology does have a list of tests that provide some assistance with identifying certain qualities, but it does not recommend using these tests in isolation. A better approach to understanding a potential candidate’s character is to speak with the candidate. Interviewers should ask open-ended questions during interviews to better understand how a candidate responds. These types of questions can help highlight how the candidate may actually deal with a situation and provides the interviewer with a more authentic response.
Personality tests may be one tool that assist you in hiring, but employers should be cautious in relying too heavily on them. Recruiters can help companies that are struggling with finding the right employees or with identifying the best approach to hiring. Since recruiters take the time to get to know job seekers and your company’s culture, they are better positioned to recommend candidates who are a good fit. Do you have questions about how to improve your hiring process or increase your chances of finding the best fit for your team? Please feel free to contact us.
Like this post? Subscribe today to receive fresh content delivered weekly to your inbox!