Do you interview and hire new employees solely based on the skills and experience on their resume? If so, you’ve most likely hired someone without knowing their own individual strengths and weaknesses. Most mis-hires occur as a result of a poor fit as opposed to a skills gap, and 95% of companies admit to hiring a ‘bad fit’ each year, according to the Brandon Hall Group.
Pre-employment and personality testing is more popular than ever, allowing employers to understand candidates’ soft skills and Work Style as opposed to just judging the skills and experiences that are written on their resume.
While someone might be qualified and have the desired personality traits for a particular role, their own individual Work Style may not be a good fit for the position.
Why use Pre-Employment Tests?
Pre-employment assessments are commonplace during the hiring process and are often used to filter out unsuitable candidates out before the interview stage. According to an Aberdeen Group study, hiring managers who utilize pre-employment assessments report 36% more satisfaction with their hiring decision than those who don’t.
Pre-employment assessments are used to identify a candidate’s strengths, weaknesses and motivations. Some assessments may focus more on a candidate’s personal qualities while others may concentrate on what drives a person in life. However, most pre-employment assessments will not determine if a candidate is a suitable fit for a specific role on a specific team.
Personality tests are frequently used by employers hoping to understand a candidate’s traits. While personality tests may give you an indication of general personal attributes, they are not able to determine Work Style or demonstrate how a person may react in different situations at the workplace.
Often used after the interview stage when you’ve already spent time and valuable resources on evaluating applications, pre-employment tests will do little to identify if a candidate is a good fit for the role.
Comparing different pre-employment assessments
Predictive Index Behavioral
Focusing on four key behavioral drives — dominance, extraversion, formality, and patience — the Predictive Index Behavioural Assessment measures a candidate’s motivating objectives. This untimed assessment gives participants two lists of adjectives — The first is for candidates to choose words that others would use to describe them, while the second list is for candidates to select words that describe them in their own opinion.
Participants may find it easy to choose adjectives that describe them in a favorable way and that they believe will impress an employer, and therefore skew the test’s accuracy. The Predictive Index Assessment is limited to measuring four qualities while Work StyleTM assessments match each participant to one of eleven unique Work Styles. Once employers know the Work Style of a candidate, they can make a well-informed decision if the candidate is a suitable fit for the role.
The Hogan Assessments analyze candidates’ personalities highlighting strengths and weaknesses through five different assessments. Each assessment focuses on different variables including candidates’ underlying motives, values and preferences as well as so-called ‘darkside’, characteristics that may derail work.
It is quite time consuming to for candidates to complete a full profile using Hogan Assessments. Candidates may be aware they are being tested for certain personality traits and give answers that they believe to be more desirable to an employer. For example, many employers will seek out an extraverted employee for a sales role. Those taking the test may realize what personality traits the employer is looking for and purposefully falsify their answers.
Due to the lengthy nature of the Hogan Assessments, candidates may have test fatigue and begin to disengage, and not answer truthfully.
Standing for dominance, influence, steadiness, and conscientiousness, DiSC evaluates how strong each of the four characteristics is in candidates. DiSC aims to uncover how candidates may relate to other employees, their response to conflict and how they may adapt their behavior to work more effectively with others.
While DiSC assesses characteristics that are significant in an employee’s performance at work, it won’t give you a pool of candidates based on your individual characteristic preferences for the role. When using a Work StyleTM Position Assessment, you’ll be able to work out what kind of qualities, strengths, and weaknesses are ideal for the role you are hiring for. Once candidates take their own Work Style assessment, the algorithms will compile an accurate list of candidates who are the most suitable fit for the role. You’ll then receive a comprehensive Match Report detailing the most suitable potential employees.
The Myers Briggs Test
The Myers Briggs Test is used to identify sixteen distinct personality types. Participants are asked to agree or disagree with statements made about themselves. The assessment can conclude if a candidate is more extraverted or introverted as well as if they are more inclined to rely on their intuition or the basic information provided to them. Participants are tested on whether they rely on logic or their own feelings. The Myers Briggs Test helps to identify which candidates are more decisive or if they remain open to new information and change.
Candidates will often answer questions to display themselves in a favorable light to give themselves a stronger chance at making it to the interview or receive a job offer.
During an hour-long assessment, candidates will see 177 paired statements and choose the ones which they feel best describes themselves. Measuring natural patterns of thinking, feeling, and behaving, the CliftonStrengths test will show participants what their natural talents and strengths are.
CliftonStrengths does not evaluate if a candidate is suitable for a specific position – it will only highlight candidates’ strengths, leaving the employer to work out the potential employee’s weaknesses and fit for the role.
Why use Work Style?
Pre-employment testing is a crucial part of the hiring process, helping hiring managers narrow down vast pools of candidates to a shortlist. Companies that use pre-hire assessments report a 39% lower turnover rate than those who don’t. However, most pre-employment assessments won’t provide any detailed insight into how a candidate will respond to the challenges of the workplace.
Using a Work StyleTM Assessment in your hiring process provides an objective understanding of how your potential employees work best so you can make well-informed hiring decisions. The deltPRO Work StyleTM Assessment goes deeper than a candidate’s skills and general personality traits. The Work StyleTM Assessment instead analyzes candidates’ talents, behaviors, preferences, strengths and even areas for development, clearly demonstrating how a candidate may fit a role or company’s culture.
How does Work Style help you find the ideal candidate?
A Position Assessment will help you figure out the Work Style of your ideal employee. Once candidates have completed the Work StyleTM Assessment, our advanced algorithms will identify which candidates have a Work Style which will fit the role. This will then be sent to you in a comprehensive Match Report. You can then further screen applicants and continue the hiring process.
Traditionally, pre-employment tests are used after the interview stage when you’ve already spent time and valuable resources evaluating applications. The results of these tests will do little to identify if a candidate is ultimately a good fit for the role. DeltPRO Work StyleTM Assessments are designed to be taken before any interviews are schedules so you spend less time on candidates, especially on ones that don’t “fit”.
Incorporating the Work Style methodology will mean that you make better hires and create a happier, more productive workplace.