Getting the Most Value From Personality Assessments in the Selection Process
More than ever, employers are implementing in-depth assessments to get a solid understanding of how well a candidate fits a role. This has led to an increased use of personality questionnaires for selection. When used correctly personality assessments can provide recruiters with telling insight into the preferences and work styles of their participants. However, a poorly implemented personality questionnaire can cause confusion for all concerned and even result in a bad hiring decision.
So, how can you set yourself and your organization up to capture the greatest value from a personality profiling tool in recruitment situations? Here are our tips:
1. Understand the job you are seeking to fill
As most personality assessments typically measure a range of personality traits, it is important to identify those traits that are truly relevant to the job. Specifically, you need to understand the role in terms of core responsibilities, the competencies that are critical for successful performance, as well as your organizational culture, and work environment. For instance, the relevance of extroversion and sociability depends on the nature of the interpersonal interactions in the job.
2. Select the right tool
There is a plethora of personality tools in the marketplace. It is important to use a tool that has been developed in accordance with best practice and to a high technical standard. When looking at the tools available, you should focus on the documented reliability and validity of the instrument. Key questions you should ask include:
- Does the assessment provider have robust evidence that the instrument reliably and consistently measures what it purports to measure?
- Is there evidence that the test results are predictive of future performance?
…you need to understand the role in terms of core responsibilities, the competencies that are critical for successful performance…
3. Prepare the candidate for the assessment
To ensure a positive candidate experience, the candidate should be briefed as to why they are being asked to complete the assessment, what will happen with the results, and whether they can expect feedback.
4. Validate the results of the assessment by discussing them with the participant
While personality questionnaires can provide insight into behavioral predispositions, they are not perfect predictors of performance. For instance, a person may report a need to work closely with others. However, self-report personality results do not capture how effectively that person may interact with others.
A good personality assessment doesn’t draw conclusions; instead, it enables the user to develop hypotheses about a respondent’s work behavior in relevant situations. For this reason, it is important to talk through the results with the candidate. This enables interviewers to test and validate their hypotheses by asking behaviorally-based questions. These interactive feedback discussions also have the additional benefit of creating a more positive, engaging candidate experience and help to ensure that the candidate feels that they have received something of value from the process.
5. Integrate the results with the other components of the selection process
To ensure the best possible decisions are taken, the results from the feedback interview should be considered alongside other data and information gathered in the selection process such as work history, technical competence, and cognitive ability. This will enable the decision-maker to make an informed decision based on a well-rounded and robust understanding of a candidate’s suitability for a particular role.
By following these steps, you will be well-positioned to garner valuable insight about your candidates and capture the value of your personality questionnaire in your selection process.