If the Hire Value Inc. blog has affirmed anything over the past year and a half, it’s that recruiting efforts require a lot more than simply locating talented employees. Talent counts for a lot, of course. But in order to truly bolster your staff, it’s important you pay attention to culture fit. Locating hard-working individuals who fit well within your company’s culture will provide great benefits to the business at large.
Simply put, it’s wise to hire people with affable personalities that will make the working environment a pleasant one to work within for all of your employees. Because of the importance of a new hire’s personality, many hiring managers subscribe to the idea of conducting personality tests. Some, in fact, are big advocates for the Predictive Index personality test which is based on 1950’s science on workplace behavior.
Personality testing can’t measure desire.
The way we see it, however, personality testing is a slippery slope. While the tests purport to pinpoint people’s personalities, they can’t accurately determine just how ambitious, dedicated and committed a potential new hire can be to his/her job. It’s important to not lose sight of the main objective of the hiring process. Yes, you want easy-to-work-with individuals to join the fold. But you stand the chance of losing out on some top talent if you allow a personality test to decide for you, whether or not your candidate would make a good fit.
On Chron.com, Barbara Bean-Mellinger agrees using personality tests is a questionable choice for employers. “The test is only measuring the applicant on one day,” she asserts, “He may be under stress that particular day or may not be a good test taker. It’s natural for applicants to try to give the answer they think an employer wants to hear, and some researchers say personality tests are easy to cheat on or fake.”
Personality testing can cause savvy candidates to opt out.
The 1950’s workforce saw the employer holding all the cards. Employees would jump through hoops if the employer said to; including taking tests to which the results were never revealed. Present day, top talent will decide who to work with/for. Conducting a personality test during the selection process can be off putting. A quick scan of employer review sites quickly reveals the candidate experience of being required to take a personality test and the results never shared, just a halt in the interview process.
Consider those who have proven skills and experience in the field of work they’re interested in. As well, there are many aspects of an individual’s skill set that a personality test cannot uncover. “Aptitude for particular tasks is not really a personality characteristic,” explains Art Markman on FastCompany.com, “Leadership potential is not a personality characteristic. Creativity is not a personality characteristic.”
It’s not enough to mean well.
Personality testing may be a well-intentioned method of securing the best cultural fits for your business. However, in many cases, the testing process is enough to garner your business an unsavoury reputation among job seekers. Many, in fact, consider the personality test an archaic method of determining who is and who isn’t right for the job. At the end of the day, you should be able to adequately assess a candidate’s personality through a solid recruitment methodology.
For more expert advice on how to secure the best fits for your company without personality testing, please don’t hesitate to give Hire Value Inc. a call.