Most employers will implement an array of screening measures for candidates before making a hiring decision. Screening for things such as a criminal background, drug use, employment history and educational background is routine, and for good reason. The costs of a bad hire can be significant, up to $25,000 in some cases according to CareerBuilder, and effective screening measures can significantly curtail the risk of this occurring.
“70% of employers now use pre-employment personality testing.”
A more recent screening measure that has grown in popularity in recent years is the pre-employment personality test. Forbes estimated that up to 70 percent of employers now screen the personalities of prospective staff members. Helios HR explained that the most common types of personality tests used by employers include the Myers-Briggs Type Indicator, Hogan Assessments and StrengthsFinder. And in today’s competitive marketplace, where countless numbers of qualified candidates may be vying for the same position, personality testing can be highly beneficial to a human resources department conducting a new employee search process. Below is a guide to five of the most compelling reasons to incorporate personality testing into your screening process:
1. Narrows down the candidate pool
It can be tough to pick the right candidates for an interview, especially if many present with similar experiences and educational backgrounds. A conspicuous benefit of introducing a personality test, then, is that can narrow down a candidate pool, Workforce Magazine stated. Have candidates complete the test online, after a phone interview but prior to an in-person interview, and then review the results. If the candidate in question presents with a personality that you do not think would be a good fit, then count them out of the running.
2. Helps with the interview stage
Human resources managers can use the results of personality tests to more effectively question candidates during the interview stage, Helios HR observed. The exams can steer the direction of an interview in a positive way, by enabling employers to ask the candidate about the strengths and weaknesses they demonstrated in terms of soft skills and social behavior.
3. Promotes a deeper understanding of candidates
As All Business pointed out, perhaps the biggest perk of pre-employment personality testing is that it enables recruiters to gauge a deeper understanding of the candidate in question. And with a more comprehensive understanding comes greater foresight as to whether the individual would be a suitable fit for the team.
Pre-employment personality tests can help steer interview questions4. Removes bias
A candidate can make a fantastic impression in a job interview, but that doesn’t necessarily make them the right person for the job. All Business asserted that personality tests can give a more accurate indication of that individual’s personality and working style, eliminating any biases that first impressions may create.
5. Strengthens teams
Using a personality test to select candidates that will fit your office culture is a truly effective way to consolidate the strength of your team. After all, employees that work well together will obviously be more productive and successful at meeting goals.
