Behavioral Skills: The Power of Personality Tests in Hiring

Behavioural Tests

Discerning the right talent is increasingly becoming a complex puzzle in the world of human resources. As HR leaders, you know that hiring is not just about evaluating the technical competencies of a candidate. A more holistic view of a potential employee, one that includes behavioral skills and personality traits, is required. This is where personality tests, like the Myers-Briggs Type Indicator (MBTI) test, the Big Five traits, and the Hogan Personality Inventory, come into play.

The Relevance of Personality Assessments in Hiring

Past research has indicated that behavioral skills are significant predictors of job performance. A study by the Society for Human Resource Management (SHRM) found that employers rated behavioral skills as important as technical abilities. These skills include traits like teamwork, adaptability, and problem-solving, which are fundamental to workplace success.

Personality tests, also known as personality assessment tests or psychology tests, help uncover these behavioral skills. They provide insights into how a person thinks, feels, and interacts with others, helping employers predict how well a candidate will fit into the company culture, handle job stress, and contribute to team efforts. This process of personality analysis is crucial to hiring the right candidate.

The Different Types of Personality Tests

Myers-Briggs Type Indicator (MBTI)

The MBTI test, sometimes referred to as the Myers Briggs type test or MBTI exam, is one of the most popular personality assessments. It categorizes individuals into one of 16 MBTI personality types based on four dimensions: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. This test is often used to understand a candidate’s communication style, decision-making approach, and preference for structure or flexibility.

The Big Five Personality Traits

Often referred to as the Big 5 traits, the Big Five personality traits, or the OCEAN model, this is another widely used personality assessment. It measures five broad dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. These traits, also known as the Big 5 personality traits, have been linked to various aspects of job performance. For example, a meta-analysis found that conscientiousness predicts job performance across all occupations, while agreeableness is particularly relevant in jobs requiring teamwork.

Hogan Personality Inventory

The Hogan Personality Inventory is a measure of normal personality and is used to predict job performance. The test identifies the “bright side” of personality, or how we relate to others when we are at our best, making it highly relevant for roles that require high levels of interpersonal interaction.

Exploring the Big Five Traits in Workplace Settings

Let’s consider the importance of the Big Five traits in a workplace setting through an illustration. Suppose you’re hiring for a team that requires high levels of collaboration and creativity. Candidates with high scores in ‘Openness’ and ‘Agreeableness’ are likely to be more successful, as they tend to be open to new ideas and work well with others. However, if you’re hiring for a role that requires detailed and focused work, candidates scoring high in ‘Conscientiousness’ might be more suitable. Utilizing a personality scale during the hiring process can provide these crucial insights.

The Future of Personality Assessments in Hiring

The potential for personality assessments in hiring is exciting. Advancements in technology and psychometrics are paving the way for more sophisticated and predictive tools. There is also a growing need for the integration of personality assessments with other factors like cognitive ability, emotional intelligence, and job-specific skills. This holistic approach will allow employers to gain a more comprehensive understanding of a candidate’s suitability for a role.

Incorporating personality assessments into the hiring process can give HR leaders a more rounded view of their candidates. It’s not just about the skills written on a resume, but the inherent traits that make a candidate truly fit for a role. A personality analysis test is not just a tool but a strategic asset in the selection and recruitment process.

Behavioral skills assessments or Personality assessments should be an integral part of recruitment automation that helps ensure the alignment of values between the candidate and the organization.

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