What is Personality Testing?
According to Verywell, personality testing refers to techniques that are used to accurately and consistently measure one’s personality. These can be helpful in determining a candidate’s potential fit with your organization, the most crucial question of the interview process. While we do understand the importance of this type of evaluation, there are some things that a hiring manager should look out for when using them.
What Should a Hiring Manager Look Out For?
One of the major pitfalls of utilizing personality tests in interviews is assuming that the ideal candidate only fits a specific mold and rejecting those who don’t match it. While there are certain red flags that can be found in the testing, a hiring manager should not make the mistake of counting out a candidate that doesn’t fit inside their idea of a “perfect personality”. The important thing to remember is to use these as just one tool in deciphering a candidate’s fit, rather than a full deciding factor.
Where Can You Find One?
There are a ton of them out there available for free, if you want to give them a try. One that is fairly accurate is www.16personalities.com, which features a full account of the taker’s habits and tendencies associated with their match. In addition to the Myers-Briggs personality test, there are plenty of tests available through 3rd party services to ensure more security in the testing process.
Personality testing can be used as a telling portion of your pre-hire assessment process. You should also remember that if the test requires a significant portion of time, you may want to wait until later in the interview process to require it so that you don’t scare off a candidate too early. Once implemented, you may find that your HR department has an easier time evaluating your candidates on a much deeper level, something that any hiring manager can get behind.