Personality tests in a recruitment process is a key tool for the company hiring. Recruiters use them to locate candidates with the character traits that are best suited and a good match for a given role. A pre-employment assessment test is used to disclose specific features of a candidate’s personality and predict their likelihood of succeeding in the organization.
According to research, placing an employee in a role that does not fit their personality qualities generally results in reduced engagement. Employee engagement is linked to a 21 percent drop in production and a 45 percent increase in turnover, and replacing personnel is expensive. Consider the time and money spent interviewing new hires, entering them into the system, training them, and then repeating the process for each candidate. Employers and recruiting managers are looking for a recruitment tool with a predictive index that gives them measurable indicators on which to base judgments in today’s metric-based work culture. Pre-employment job personality tests are now available online and processed in real-time. The results of the tests are then compared to those of thousands of other candidates, speeding up the hiring process and ensuring that those that advance are a good fit for the organization.
The most popular personality test that can help you within the hiring process in your company are the following:
The Caliper Profile
The Caliper Profile is a test that includes true or false questions, multiple-choice questions ranging from “strongly agree” to “strongly disagree,” and a sequence of statements from which candidates must choose the best acceptable response. The exam has been shown to aid in determining how a person’s personality qualities may influence job performance.
The DiSC Behavior Inventory
This personality test is divided into four categories: Dominant, Influential, Stable, and Compliant. Companies utilize this exam to identify a candidate’s behavioral patterns and what role they might play in a team. The test is straightforward to complete because it only includes a maximum of 30 words or adjectives that candidates must select whether or not they apply to them.
The SHL Occupational Personality Questionnaire
This exam is designed exclusively for the workplace, as it demonstrates to employers how various behavioral qualities affect job performance. Candidates respond to 104 questions that assess them in three areas: interpersonal relationships, cognitive style, and feelings and emotions. Each question presents the candidate with four statements from which they must choose the most and least acceptable responses.
The Hogan Personality Inventory (HPI)
Candidates must complete 206 true or false questions in 20 minutes to pass this personality test. The HPI, which was created in the 1980s to examine social interaction, has proven to be a useful instrument for determining whether a candidate’s personality is a suitable match for a certain profession.
Taking a personality test seriously is the first and most crucial guideline to remember. Even if you have the necessary qualifications and experience for the job, an employer will evaluate the findings of your personality test, particularly if they must choose between two candidates with similar skills, education, and experience. Here are a few more pointers to think about while you are doing a personality test:
1. Be honest: The best course of action when taking a personality test is to simply answer the questions as honestly as possible. This will allow you to finish the test with as little stress as possible while also providing the most accurate picture of yourself as a candidate.
2. Consider the job position you are applying for: When answering the questions, you should approach the test with a professional mindset, keeping in mind the position you’re looking for and the company’s culture.
3. Relax: Personality assessments are useful tools for determining a person’s personality qualities, but they are not without flaws. According to studies, candidates’ responses are affected when they are stressed during personality tests, with some candidates becoming thoughtless, while others becoming indecisive or nervous.
4. Practice before the interview: Although you will likely have no idea what type of personality test an employer will administer, you can practice taking personality tests online. Because most businesses use one of the famous personality tests, it’s a good idea to do some research and discover simulated tests for each on the internet.
Have you ever had to do a personality test in a recruitment process? If you are struggling to take one, we hope this blog has been useful for you and remember to not be scared, there is not a wrong answer or a wrong personality, recruiters will find the best job position that fits you 100%!
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