The Rise of Personality Assessments in the Recruitment Game

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The recruiting industry continues to evolve as technology gets better, which is how companies bring in the top talent within their industry for open jobs. The recruitment game has seen an increase in personality assessments recently, which have become a major factor in hiring decisions. So, what are these assessments used for and how do they influence hiring decisions? We will discuss these items in this post.

Personality is Important in Business

The day-to-day success of a company hinges on the personality of the employees and management team at your company. When personalities do not mesh well, employees are more likely to slack at their jobs and projects will not succeed because co-workers will not be able to get along with each other.

Personality is important in the following five ways at the office:

  • Fewer levels of management
  • Less autocratic management
  • More work involving teams
  • More jobs facing the customers
  • More changes in working life

Why the Increase in Personality Testing?

So, you might be wondering why there has been an increase in personality testing? For one reason, the results do not have to be printed, which means you can save paper and cut costs in administering the tests. There does not need to be any human input in processing the results of the tests because they are done using software.

The overall acceptance of personality testing has grown as people tend to complete these types of tests on their own, without job recruitment involved. Many are posted to social networks such as Twitter and Facebook. The cost of these tests have dropped with a flooding of the market by more test makers. This has also increased the number of tests recruiters can choose from when deciding which test to administer to a candidate.

Types of Personality Tests

The two most common types of personality tests used today include the Myers-Briggs Type Indicator (MBTI) and the SHL OPQ32r. The MBTI measures how people see the world and make their decisions. This test was created in the 1940s by a mother and daughter combo, Katharine Cook Briggs and Isabel Briggs Myers.

The SHL OPQ32r personality test is used to measure personality and its impact on performance in the workplace. It is available in 30 languages and can be completed in less than 30 minutes. The reports this test produces include the following:

  • The Manager Plus Report
  • The Candidate Plus Report
  • The Sales Report
  • The Universal Competency Report
  • The Leadership Report
  • The Team Development Report

As personality tests continue to become popular in the recruitment world, companies are using the results more often to make hiring decisions. Bringing in candidates with a personality that matches the attitude of the office will help the company succeed.

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