Get an “A” for personality.
You’ve crafted your resume carefully. Now what to do next? it should be tempting to take a moment and sit back, relax, and wait for that anticipated call inviting you for an interview, but really, sitting and waiting never helped anyone. It’s a great time to take an active role in preparing for your future. Let’s face the facts: With every passing year, it became harder to get a job — companies are inundated with thousands of candidates for one open job vacancy. In response to the increase in potential candidates, employers have an additional step in the whole recruitment process: pre-employment personality testing.
According to a survey of Society for Human Resource Management (SHRM) and Mercer, 67% of the HR professional is using the pre-employment personality tests to check the candidates in the hiring process.
What’s a pre-employment personality test?
A personality test is an assessment used by employers to help them in finding out the candidate whose character traits are best suited for a particular position. The pre-employment test is intended to reveal explicit some particular characteristics of a candidate’s temperament and estimate the chance that he or she’s going to excel in such a position.
Why has pre-employment testing become therefore popular?
Research shows that if an employee is placed in an exceedingly position that doesn’t match his or her temperament, it typically results in lower engagement. Low employee engagement leads to 21% lower productivity and regarding 45% higher turnover, and exchange employees are quite expensive.
Just consider the time and money put towards interviewing a new hire, processing them within the system, coaching them, so having to repeat it all for every candidate. In today’s metric-based work culture, employers are looking for a tool to help them in the recruitment process that can offer them a quantitative measure on that to base decisions. Pre-employment personality tests are currently delivered online, where they’re processed instantaneously. Results are then verified and normed against thousands of different candidates, rushing up the hiring process and making sure that the candidates who move forward are compatible with the company.
Now that you know how popular these pre-employment tests have become and why however regarding the way to handle them? Here are some common versions of these tests and a few recommendations on the way to crack them:
1. The Caliper Profile
The Caliper Profile is used to measure the personality traits correlate to his or her job performance. This test is specifically made up for a few types of questions. The most common type presents you with statement series, and you have the task to decide whether statements best align with your viewpoint or not.
Conversely, there are also some questions that you need to identify the statements that least show your viewpoint. You may encounter true/false questions and MCQs to answer through the degree of agreement scale that ranges from Strongly agree to Strongly disagree.
The profile differs from one other personality test as it examines both positive and negative qualities so to provide a full picture of a candidate.
Note: Employer can also create a customized selection tool to help them to customize the assessment to target some crucial behaviors. This particularly helps them to receive data on job-fit match about the potential candidate’s success in a job role.
2. The Myers-Briggs Type Indicator
One of the most popular tools used for mapping the personalities of employees is the Myer-Briggs Type Indicator (MBTI). As per CPI, 89 of the Fortune 100 companies use the MBTI before hiring a new employee.
The purpose of MTBI is to identify the personality leans towards one of two tendencies in the following groups: Intuition vs. Sensing, Extraversion vs. Introversion, Judging vs. Perceiving, Thinking vs. Feeling, after that the individual can fall into one of 16 personality types.
The MBTI is comprised of 93 and often used by employers to decide whether a candidate would b a good fit culturally or not. When answering the questions, you are given two choices – either A or B that determines the tendency you lean toward.
Note: The MBTI is not a regular exam, nor the questions scaled. The test is one of the difficult pre-employment tests to prepare for. CPI has put out a statement asserting that the MBTI is not considered ethical to use in the hiring process. The test is more appropriate to understand how the candidate can work in a group not it should not be used to determine whether a candidate is suitable for the job or not.
3. The SHL Occupational Personality Questionnaire
The OPQ32 or SHL Occupational Personality Questionnaire is specifically designed to give companies a picture of how there are certain behaviors that can influence the work performance of a candidate. The test comprises of 104 questions to measure 32 different characteristics. There are three domains in which the candidates are evaluated and the domains are Thinking Style and Feelings, Relationship with People, and Emotions. In the test, four statements are presented to the candidates and they have to choose the statements best and least describe them. The test was specifically developed to make sure that its scales are relevant for the workplace.
Note: The SHL Occupational Personality Questionnaire provides the employers with a report of normed scores, describing strengths and weakness in detail. The reports give an easy to read a graphical summary of performance to compare directly to other candidates you are competing against.
4. The Hogan Personality Inventory (HPI)
In 1980, The Hogan Personality Inventory (HPI) was developed and was used in a socio-analytic context originally but now it is used to predict the job performance. It has been normed on more than 500,000 candidates worldwide and validated on more than 200 occupations, by proving it is a consistent and reliable tool to evaluate the temperament of an individual and how it can be matching the demands of a given role.
There is a model named factor-based model in that HPI is based. It comprises 206 true/false questions that must be completed within 15 to 20 minutes. It evaluates seven basic scales and six occupational scales: Stress Tolerance, Service Orientation, Sales Potential, Managerial Potential, Reliability, Clerical Potential in additional to possessing 42 subscales.
Note: The report from this assessment helps the employers to identify how a candidate is likely to respond in a particular situation. It also evaluates the interview style and classifies the candidates according to fit.
5. The DiSC Behavior Inventory
The DiSC Behavior Inventory is used to measure the primary traits of a candidate that is based on 4 personality types. This 4-style behavioral model is quite the oldest one in the list of personality tests; its been around since the time of Hippocrates, around 400 B.C. its profile comes in many versions and each includes a variation of the 4 basic factors of DISC.
D – Dominant
I – Influential
S – Steady
C – Compliant
Companies use this tool to understand the professional behavior of an employee and his or her ability to work as a part of the team. This test is very user-friendly, and it is significantly shorter than the other tests. It ranges from 12 to 30 questions. Candidates are asked to choose which they feel applies to them the most and the least by providing them adjectives or phrases.
Note: Although the DISC is quite a popular test used by many companies it is considered as a temperament test, not a pre-employment personality test. It is considered as an ipsative test, that means the scores from this test are nor normalized against the other potential candidates. The results from this test show the relative strengths of a single candidate, that means the employers cannot directly compare the scores of two potential candidates. The DISC cannot be considered as a valid predictor of job success.
What do these pre-employment personality tests mean for me as a candidate?
These tests are conducted whether due to the inconvenience or general acceptance by the employers, no matter what. These pre-employment tests are here to stay. A recent study from the University of South Carolina stated that the top reason executives fail in both external and internal hires in behavioral compatibility. So, it is not clear that the use of these pre-employment personality tests is beneficial for employers.
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