Do Personality Tests Lead to Better Workforce Hiring?

Personality profiling is not a new tool. Several psychological tests were prevalent even during the times of World War I to select suitable candidates. Continually finding ways to improve productivity, reduce turnover, and foretell worker performance has always been on top of the company's priority list.

Since predicting the suitability of a candidate is always tough with the standard screening process, companies time and again resort to the psychological scanning to get a clearer picture and improve the accuracy of the recruitment procedure.

It leads us to the all-important question: Do Personality Profile tests work? Well, the answer is not simple, yes or no here.

 Few weak links

Personality profiling is not exactly a science, and the test results are not always foolproof. There can be few hurdles on the way, which could prevent you from making the right selection

• You could use these tests to predict global personality traits, strength, or weakness of a person. However, it is still tough to predict with absolute accuracy that how they'll behave in a particular work environment.
• Another possible concern is that the candidates could play around and "fake" their responses to get the job.

Personality assessment tests are still your best bet

Various studies have proved how specific type of personality profiling tests can provide valuable insights into the prospect's ability to resolve an issue, take decisions, and ultimately, prove to be a reliable resource for the organization.

Although, there can be a debate on the extent of accuracy, however, most of the experts unanimously agree that cognitive ability test is the most accurate tool among the league of other per-employment checks available to examine the viability of a candidate. 

However, to draw maximum out of the personality assessment tests, you must understand that there are certain variables essential for success, which the exam do not always accurately factor:

• The cultural attitude
• The positioning of the company's service/products and its competitors
• Managing skills and dedication

You could further refine the results by combining the profiling tests with a structured interview process. Pose the same set of questions to the shortlisted candidates to draw a definitive conclusion by comparing the responses.

And finally, unless the applicant scores poorly on all fronts, the profiling tests are best used as an additional measure rather than as a final decision-maker.

To know more about the Personality Profile and the online testing process, visit us now at PeopleMaps.