How Personality Tests Can Be Used In The Hiring Process

Do you agree, strongly agree, disagree or strongly disagree that personality tests are valuable in an interview situation? It’s becoming common for these tests to pop up at some point in the hiring process. By answering a series of questions about your personality and the way you think, they can categorise you into just a small number of ‘personality types’. As a result, this will decide if you fit in with a business or the role itself. As we’ve discussed before culture fit can be difficult in itself.

Here at 1492, even we use a variety of different tests by Thomas International, to gain a better understanding of the people we’re hoping to place.

Behaviour

A Personal Profile Analysis (PPA) test makes you chose an adjective that best and least describes you. The report then allows recruiters to see how you behave in the workplace. Resulting in improved learning plans, less turnover and more certainty when placing the ideal candidate into the role.

Workplace Personality

The High Potential Trait Indicator (HPTI) demonstrates a candidates strengths and traits at work. By answering 78 questions with the classic strongly agree – strongly disagree indicator. It’s a way of highlighting an employees potential by identifying their strengths and where they can improve.

Emotional intelligence

The Trait Emotional Intelligence Questionnaire (TEIQue) is a slightly longer test that involves the same scoring as the HPTI but with 153 questions. It measures 15 different personality traits to do with self-control, emotionality, sociability and well-being. This will help employers when understanding and managing relationships.

Aptitude

The candidate will be tested in 5 areas which are reasoning, perceptual speed, number speed and accuracy, word meaning and spatial visualisation by conducting a General Intelligence Assessment (GIA). This will help hiring managers evaluate a candidate’s ability to pick things up quickly, training response and if they can be fast tracked.

While personality tests can’t tell employers what your favourite kind of snack is or which football team you support but it can give a bit of an insight into how you make decisions, interact with others and judge situations. Are these tests fair though? Do they discriminate? Do people lie to make themselves fit into a better category? The tests can never be completely accurate, and businesses shouldn’t use them to completely influence their final hiring decision. Finally, if you do try and trick the test you will fail in doing so as the test will come back inconclusive.

Therefore, be honest and don’t over think it.