The tests for personality testing of employees might seem old-fashioned however, in the present day with a booming amount of applicants surpasses the amount of open positions increasing numbers of employers are using tests of personality to determine whether current and potential employees fit in with their business.
Why do we use personality tests? In recent times, IQ (intelligence quotient) tests have been viewed as only a measure of emotional characteristics within a person, which we all know is crucial for success in the work place. In the year 1990, a new intelligence called emotional intelligence (EQ) was suggested to Peter Salovey and John Mayer. This encompasses a variety of people and their reactions to various situations, however the four major elements mentioned in the study are:
The individual 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 the way their emotions influence their decisions, thinking and their coping mechanisms.
The human mind must be able to analyze and comprehend their feelings, which can sometimes be confusing and inconsistent.
The human body needs to control their emotions in order that they can control the negative feelings and take utilization of their positive feelings.
People with high EQs tend to be cool under pressure, be empathetic toward their colleagues they are able to admit and accept their mistakes as well as lead by example. learn to manage conflict effectively, accept criticism with grace and be gracious when under stress.
There are numerous personality tests that companies can pick from, including myers-briggs type Indicator and the Hogan Assessment plus many more each of which employs extremely different and comprehensive methods to assess the personality of a candidate.
While personality tests can provide more information to an interview and help employers know more about the candidate as opposed to the old “What do you think of your weaknesses and strengths?” it’s important for managers to not to rely on testing for personalities as the sole tool for determining the candidate. Tests for personality typically assess five dimensions of personality in the applicant: extroversion emotional stability, agreeableness commitment to learning, however the body language, the tone of voice, prior experiences and goals should be taken into consideration during the application process as well as the interview.
In this regard I’ve identified the advantages and disadvantages of taking a team session personality test.
Benefits
If they are taken prior to interviews, the personality test can can help in narrowing down the list of applicants, since they give an insight into the personality of the applicants. It also helps employers decide who are worthy of an interview.
The test could also be helpful in helping managers determine which questions to ask the candidate when they take the time to interview them.
In the midst of a small amount of time to interview, candidates’ capabilities and skills can missed in a resume or when meeting face-to-face however, an assessment of personality gives more thorough understanding of the way they will integrate into the workplace culture.
It is common to see less turnover in a business if employees are similar to the majority of employees.
Tests of personality typically identify the interpersonal traits that are needed for certain jobs.
Negatives
Certain personality tests can take a considerable amount hours and time to do that could discourage a candidate from continuing with the process of applying.
The experience and education of an applicant might not match the test results which can make it difficult for the manager to determine which way to go.
The majority of the time test takers answer tests of personality based on how they please the interviewer or on what they consider acceptable to society and discredits the test.
There may be an absence of diversity in the workforce if all employees share the same characteristics.
Personality tests can be costly in all aspects, from the cost of the tests, to hiring someone to conduct the tests. This should be considered against the possibility that the ideal candidate will be selected for the job.
Although an applicant may pass the test correctly but this doesn’t indicate that they’re an ideal fit to the position and will perform at the same level of efficiency when they get an opportunity within the organization. This is a reminder of how crucial it is to not only use the test for personality to select employees.
If a business decides to go through the hiring process by testing for personality whether or not benefits and disadvantages should be evaluated based on the best fit for the company. Certain industries and certain jobs may be more benefited by taking this test, but as noted in the pros the test can deter candidates from applying to the job. In the past the most crucial thing is to ensure that the test is not a stand-alone method for hiring since this can be harmful to the business in the long term.
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