Hiring new staff is often expensive and time-consuming, so it’s vital you hire the right person for the right role who’s going to be a good fit in your company. Even when you’ve done due diligence throughout the recruitment process, you’ve interviewed, done criminal and credit background checks, reference checked and are feeling good about making a job offer you should still consider arranging a psychometric assessment for your potential new hire. This will help you to get as complete a picture of them as possible, and one of the most valuable assessments is the Personality Questionnaire.
Along with other types of psychometric assessments Personality Questionnaires can:
Improve the chances of appointing productive, high performing staff
Identify areas of strength, those that need initial support, and those for future development
Reduce selection errors and long-term organisational costs
Help place people in roles they will be able to do and are likely to enjoy
Reveal how a new hire will fit in with your existing team
The questions in this kind of assessment are aimed at discovering a person’s interests, preferences and feelings. It reveals their characteristics and examines their team, management and subordinate styles, it also makes a number of other predictions, including career patterns. You get added insights about a person that you cannot glean from a CV or ability tests, plus the full spectrum of a candidate’s personality isn’t revealed in an interview or from referees, so a Personality Questionnaire is an incredibly helpful resource for extra information.
This test is not without its limitations however, so you should take the results with a grain of salt.
The questions can sometimes be quite black and white, for example they may ask “do you like parties” with very limited answers for the candidate to choose from, such as yes, no, sometimes. They can sometimes ignore nuances, in the case of “do you like parties” they miss that some people like small gatherings and others like a large crowd. You need to be careful when interpreting the results and be aware of cultural bias, in Western culture, for example, extroversion is more socially desirable than introversion and sometimes the questions and available answers are worded in a way that subtly exhibits a preference for this ‘dominant’ trait.
You should also be mindful of your own potential biases, diversity has proven time and time again to have a strong positive impact on productivity and a business’ bottom line, selecting a person because they are an exact ‘replica’ of the people currently in your business is not a smart approach. Being a team player, open-minded and collaborative are the key traits that a highly-functioning team will share with each other.
Another thing to be mindful of with a Personality Questionnaire is that if a person deliberately answers in a dishonest way to make themselves appear more socially desirable it will challenge the validity of the results. You should always cross-reference the results with other sources, in particular with the candidate’s referees.
Combining psychometric testing with your standard recruitment process and taking a balanced approach will ensure you have a well-rounded and complete profile of every potential new employee, enabling you to make the most informed hiring decisions possible. Psychometric testing is a service that we offer here at Gaulter Russell Numero, so please talk to us today to learn more about the benefits and the different options available.
Written by Alisa Moore, Research & Community Manager (and Psychometric Testing Administrator) at Gaulter Russell Numero.
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