The advantages of using personality tests in hiring process

If you're struggling with hiring the right people, you're not alone. Many hiring managers find themselves overwhelmed by applications, spending hours sifting through CVs, only to discover that their carefully selected candidates don't perform as expected once they start the job.

Personality tests could be the solution you've been looking for. While you might associate these assessments with team-building exercises or development programmes, when used properly in hiring, they can transform your recruitment process and help you make significantly better hiring decisions.

Key takeaways

• Predict beyond the CV: – Personality tests identify candidates who'll go above and beyond their job description
• Avoid costly mistakes: – Screen out potentially disruptive hires before they damage your team
• Improve performance: – Find people with the drive and focus to consistently deliver quality work
• Ensure cultural fit: – Match candidates to your company culture and role requirements
• Protect wellbeing: – Identify candidates who can handle job pressures without burning out

In this article, I'll walk you through the key advantages of using personality tests in your hiring process, based on solid research in organisational psychology:

Here's something that might surprise you: the best employees often go above and beyond their official job descriptions. They volunteer for extra projects, help colleagues, work overtime when needed, and generally contribute to a positive workplace culture.

Personality tests are uniquely effective at identifying candidates who'll display these valuable behaviours. Traditional interviews focus on communication skills and experience, but they simply can't measure the underlying personality traits that drive people to be genuinely helpful team members.

The candidates who charm you in interviews might not be the ones who'll stay late to help a colleague or volunteer for challenging projects. Personality assessments reveal these traits in a way that interviews can't, helping you identify candidates who'll truly contribute to your organisation's success.

How Test Partnership helps you identify high performers

Our personality assessments measure traits like "Attention to detail" and "Analytical thinking"—giving you clear scores that predict who will voluntarily contribute beyond their role requirements.

Example: A retail manager used our assessments to hire IT staff. The candidates who scored highest on "Attention to detail" consistently received the best line-manager feedback and were promoted faster than their peers.

We've all experienced that one hire who seemed perfect on paper and in interviews, but turned out to be disruptive, dishonest, or simply toxic to the team environment. These problematic behaviours can seriously damage team morale and productivity.

Personality tests help you identify red flags before they become expensive problems. They measure traits like integrity, agreeableness, and emotional intelligence—characteristics that predict whether someone will work well with others or cause conflict.

Here's the thing: the most manipulative candidates often excel at traditional interviews. They know exactly what to say and how to present themselves. Personality assessments provide an objective way to evaluate these crucial behavioural traits, protecting your organisation from potentially harmful hires.

While cognitive ability tests are excellent predictors of job performance, personality tests add another valuable layer of insight. Certain personality traits directly impact how well someone will perform their core job responsibilities.

For example, conscientiousness helps employees stay focused and maintain consistent work quality. Industriousness drives people to persist through challenges and achieve their goals, even when things get difficult.

By identifying candidates with these traits, you're much more likely to hire people who'll consistently deliver quality work, meet deadlines, and maintain high standards—reducing the stress and management overhead that comes with underperforming employees.

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Have you ever hired someone who seemed capable but just never seemed engaged or satisfied with their work? Poor job fit is a major cause of low employee engagement and early turnover—problems that cost both time and money.

Every role and organisation has its own personality, so to speak. Some roles require people who thrive on social interaction, while others suit those who prefer working independently. Some company cultures are fast-paced and competitive, while others are collaborative and supportive.

Personality tests help you match candidates not just to the skills requirements of the role, but to its behavioural demands and your company culture. This leads to higher job satisfaction, better employee retention, and employees who genuinely want to be there.

Some roles are inherently stressful—whether it's the emotional demands of healthcare, the pressure of sales targets, or the intensity of client-facing positions. Hiring someone who isn't naturally resilient or equipped to handle these pressures isn't just bad for performance; it can seriously impact their wellbeing.

Personality tests measure traits that predict how well someone will cope with stress and pressure. This helps you identify candidates who have the natural resilience and stress management abilities to thrive in demanding roles, rather than struggle or burn out.

By considering these factors during hiring, you're not just protecting your business—you're also ensuring that new employees are set up for success and wellbeing in their roles.

You want to protect your people and business

Stress resilience measurement: Our assessments measure emotional stability, adaptability, and other traits like resilience which can help you identify who can handle pressure and who might struggle.

The key to success with personality testing is choosing assessments that are specifically designed for hiring, not just personal development. Look for tests built on established psychological models like the Big Five, and ensure they're backed by solid research and validation.

Many of our clients openly talk of their success they've had using personality tests from Test Partnership, including this case in legal recruitment.

When implemented properly, personality tests are one of the most versatile and valuable tools in recruitment. They provide insights that interviews simply can't match, helping you make more confident hiring decisions and build stronger, more cohesive teams.

Ready to see how personality testing could transform your hiring process? Our scientifically validated assessments are designed to be quick, engaging, and highly predictive of job success.