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[3-Part Series] Why Personality Assessments Don’t Help To Predict On The Job Success (Part 2)

[3-Part Series] Why Personality Assessments Don’t Help to Predict on the Job Success (Part 2)

As the job market becomes increasingly competitive, more hiring managers are turning to pre-employment assessments as a way of narrowing down suitable candidates.  One recent study suggests that every corporate job opening attracts an average of 250 resumes.  

But what’s the psychology behind these assessments and do they actually help to recruit a high performing employee? In this blog, we’ll look at why personality assessments don’t help to predict on the job success.

Increasingly popular, around 46% of employers administer personality or psychological tests to applicants or current employees.

While personality assessments are often an integral part of the traditional hiring process, the results are usually too general to demonstrate how a candidate would fit a role let alone predict on the job success.

Often grounded in psychological research, the most popular personality assessments used in the hiring process include the Myers Briggs Test, the Predictive Index, Hogan Assessments, and the DiSC assessment.

From being too broad, too easy to falsify, or just not providing information that’s predictive of on the job success, these traditional assessment tools simply don’t have the scope to demonstrate whether a potential employee will be a good fit for the role.

Unlike personality tests, Work StyleTM Assessments are based on objective data and efficiently identify the candidate with the right Work Style for the role you are hiring for.

Why do companies use personality assessments?

Hiring managers turn to personality assessments to make hiring decisions more standardized and objective. Often put in place to narrow down finalist candidates after the interview process, personality tests are used in a bid to find a candidate with desirable characteristics that will result in a successful hire. 

Before taking on a new hire, you will probably want to know if the person is a team player, how they resolve conflict and what their organizational skills are like. 

We know that finding the right employee who is a suitable fit for the role is key – studies show that if an employee is a poor fit for the role, the result will usually be lower engagement. Low employment engagement results in 21 percent lower productivity and around 45 percent higher turnover. 

Personality assessments are intended to be a way of identifying both positive and negative characteristics that will impact on the job performance. However, due to a combination of factors, there is little to no evidence to show personality assessments help to predict on the job success. 

Do personality tests actually predict on the job success?

While traditional personality assessments give you a general insight into someone’s character and what their soft skills may be, they cannot demonstrate how a candidate will perform in any given role and therefore are not reliable at predicting on the job success. 

They are too broad

Personality assessments seek to identify and evaluate certain characteristics of a participant. Often measuring different traits on a scale, a personality test can tell you if a person is more extroverted or introverted or perhaps if they prefer flexibility to structure.

However, personality assessments are usually too broad to give you an in-depth understanding of how a person operates and will perform on the job. Just because you may know a person is an extroverted team player doesn’t necessarily mean they will be a good fit for the job. For example; not all extroverts make great salespeople.

Personality tests are usually too simplistic to give you an understanding of how a candidate might resolve conflict, learn new skills, or negotiate with their coworkers. Their scope is simply too limited for showing how a candidate will perform on the job and their likelihood of success.

Employers don’t properly evaluate what they are looking for in a candidate

Many hiring managers may feel the need to make a quick decision to fill their open position. Before candidates are asked to take a personality assessment, employers may not find the time to think deeply about what sort of skills they are looking for in a candidate. 

Personality assessments will not match a suitable candidate to the role you are hiring for but only give you a general insight into an applicant’s character. Similarly, personality assessments will not help you to identify what sort of employee would be a good fit for the role. 

Using our Position Assessment, you’ll be able to identify the ideal Work Styles that would fit the best on your team. 

Personality assessments don’t test for fit

While personality assessments can identify prominent character traits and personality habits, they cannot predict how a potential employee will fit a role. While you may seek an extroverted team player, a personality assessment cannot predict how a candidate with these traits will actually perform on your team.

A personality assessment won’t show you how a potential employee may fit into your work culture. By understanding a candidate’s Work Style, you’ll understand how they are best managed, their communication skills and what motivates them. Approaching the hiring process using a Work Style focused method will allow you to select the candidates who are the best fit for the role.

Personality assessments are too easy to falsify

Candidates are well aware of favorable answers their potential hiring manager wants to hear. For example, someone applying for an administrative role will realize that organization and attention to detail are desirable traits. A candidate can easily answer favorably on a personality assessment.

The transparency of most personality assessments means most participants will quickly realize which responses have more positive connotations and may change their responses to present themselves in a more favorable light to increase their chances of getting a position.

How does a Work StyleTM Assessment successfully narrow down a pool of candidates?

The Work Style Assessment is not a personality test. Instead of testing for general personality traits, a Work StyleTM Assessment will analyze behaviors, areas for development, preferences, and strengths. Matching each candidate to one of eleven unique Work Styles, this assessment is objective, data-driven and grounded in psychological research.

Using a Work StyleTM Assessment in your hiring process will provide an objective and bias-free way of identifying the right candidates with a Work Style best suited to your work culture and the role.

Using the Position Assessment, you will be able to identify the ideal employee’s Work Style for any role. Prior to reaching the interview stage, candidates will complete the Work StyleTM Candidate Assessment. 

With open-ended statements, the assessment is intended to be neutral and doesn’t allow candidates to make positive or negative associations with the responses. Candidates are able to answer honestly with the knowledge that there are no right or wrong answers.

Once all candidates have taken the Work StyleTM Assessment, algorithms will match which candidates are the best fit for the role and a detailed Match Report will then be sent to you with the results. Saving you time in the resume review blah blah blah stage. 

A Work StyleTM Assessment evaluates a candidate’s management style, talents, behaviors, strengths, and weaknesses, clearly identifying the candidates who are the best for a role or your company’s culture.

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