Personality Tests for Hiring: How to Use Them and Best Practices

The hiring process is as much about understanding who a candidate is as it is about what they can do. While technical skills and experience are essential, the personality of a candidate can significantly affect their ability to thrive within an organisation's culture and work effectively with others. This is where employment personality tests come in. But what exactly is a personality test for hiring, and how can it be effectively integrated into the recruitment process?

In this article, we discuss the role of personality assessments in hiring, how to use them properly, and best practices to get the most out of these tools.

An employment personality test is a type of psychometric assessment designed to measure a candidate's behavioural traits, motivations, and interpersonal style. Personality assessments help predict how a person is likely to behave in different work scenarios, thereby offering insights into whether they would be a good fit for a specific role and the broader company culture.

The goal of these tests is not to label someone as "good" or "bad" but to understand whether their personality aligns with the requirements and values of the company.

These assessments are particularly valuable when hiring for roles that require specific personality traits, such as leadership, teamwork, or empathy. For example, a role involving a lot of client interaction may benefit from a candidate scoring high in extraversion and agreeableness, whereas a position in quality control may require traits like attention to detail and conscientiousness.

Personality tests for hiring offer several key advantages.

When hiring managers can understand a candidate’s motivations, work style, and behavioural tendencies, they are better equipped to determine how well that candidate will fit into the role and the team.

To use personality assessments effectively in the hiring process, it is important to integrate them in a way that complements other evaluation methods. Here are some of the key steps for successful implementation:

• 1. Define Job Requirements Clearly Before incorporating a personality test, clearly define the key competencies and personality traits required for the role. This ensures that the assessment results can be interpreted in the context of actual job needs, improving their relevance.
• 2. Combine with Other Assessment Methods Not all personality tests are created equal. Choose assessments that are scientifically validated and reliable, such as those based on established models like the Big Five personality traits. This ensures that the results are accurate and predictive of job performance..
• 3. Use Reliable and Valid Tools Not all personality tests are created equal. Choose assessments that are scientifically validated and reliable, such as those based on established models like the Big Five personality traits. This ensures that the results are accurate and predictive of job performance.
• 4. Provide Training for Hiring Managers To get the most value from personality tests, hiring managers should be trained on how to interpret and use the results. Proper understanding helps ensure that the assessments are applied consistently and ethically, and that they contribute positively to hiring decisions.
• 5. Communicate with Candidates Transparency is key when using personality assessments. Let candidates know why you are using these tests and how their results will be used. This helps build trust and ensures candidates feel valued and respected throughout the recruitment process.

• 1. Better Cultural Fit One of the key advantages of personality tests is their ability to identify candidates who will fit well within the company culture. This reduces the likelihood of turnover due to mismatches in personality and workplace environment.
• 2. Enhanced Team Dynamics By understanding the personality traits of prospective employees, hiring managers can make more informed decisions about how a candidate might interact with existing team members. This can help ensure that the new hire will strengthen the team rather than disrupt it.
• 3. Objective Data for Decision-Making Personality assessments provide quantitative data that can support hiring decisions, offering a more objective perspective that can be particularly valuable when selecting between equally qualified candidates.

• 1. Potential for Misuse One of the key limitations of personality assessments is the potential for misuse. If the assessments are used as the sole deciding factor in hiring, it can lead to poor decisions, as personality alone is not a sufficient predictor of job success.
• 2. Risk of Over-Interpretation There is a risk of over-interpreting the results of personality tests, especially if hiring managers lack proper training. Personality assessments should inform hiring decisions, not dictate them, and it’s important to remember that personality traits exist on a spectrum and are not definitive predictors of behaviour.

To ensure the best use of personality tests in hiring, consider these best practices:

• 1. Align Assessments with Company Values: Choose or design assessments that reflect the values and competencies your company prioritises. This alignment helps in identifying candidates who are not only skilled but also share the company’s ethos.
• 2. Use as a Guide, Not a Gatekeeper: Personality assessments should be used to provide additional context and insights, rather than to disqualify candidates outright. Treat them as a way to guide conversations in further interviews or assessment centres.
• 3. Focus on Role-Relevant Traits: Not every personality trait is relevant to every role. Focus on traits that are directly applicable to the position you are hiring for to ensure that your evaluations are meaningful and job-related.
• 4. Consider the Candidate Experience: Ensure that the process is respectful and informative for candidates. Provide feedback where possible, and explain how the personality test results contribute to the overall hiring decision. This fosters a positive experience and maintains the employer's brand reputation.

Personality assessments are a valuable tool for enhancing the hiring process, providing insights into candidate fit that go beyond what can be gleaned from a resume or interview alone. When used effectively and ethically, personality tests can help organisations make more informed decisions, leading to better cultural fit, improved team dynamics, and ultimately more successful hires.

For more information on incorporating personality assessments into your hiring process, feel free to reach out and schedule a consultation with our team.