Personality tests are traditionally defined as a standardized series of questions or tasks used to describe or evaluate a subject’s personality traits. Numerous industries have begun to incorporate these assessments across various business functions, including hiring. Research shows that employers ask nearly 60 percent of their employees to take a personality assessment during the hiring process or within the first couple of months of employment. With personality testing becoming increasingly popular, it’s important that executives fully understand this trend. Let’s take a look at some of the pros and cons of using personality tests during the hiring process.
Pro: Avoid unconscious bias
Unconscious bias is an unfortunate reality for many during the hiring process. This occurs when hiring managers base their decisions on individuals who they find similar to themselves or another member of the organization. Personality tests can help level the playing field between candidates by eliminating the chances of unconscious bias becoming a factor. By providing candidates with a personality test either before or after an interview the hiring manager has real-life examples to help guide their decision making rather than allowing unconscious feelings to take control.
Con: Tests themselves can discriminate
While personality tests eliminate the unconscious bias of hiring managers, they may create their own form of bias. We all know that certain situations create more stress than others, and going through the hiring process is a stress trigger for many people. How comfortable candidates feel while taking a personality test can affect how they answer questions. This could lead to false results and possibly eliminate a perfect candidate. Personality tests can also inadvertently discriminate against individuals who have a disability since their test could portray a false indication of their personality.
Pro: Find the right candidate sooner
The use of personality tests in the hiring process can help narrow down to the best candidates and efficiently find the best fit for a business. A 2013 study showed that 57 percent of U.S. employers were using these tests to find the right candidates and this strategy proved to be successful. More recent research shows that labor market churn has reduced by more than 25 percent. It’s vital to find the right candidate faster especially when you consider the amount of time and money that goes into the hiring process.
Con: Candidates can trick the test
While the popularity of personality tests is increasing, so is the awareness from job seekers. Nearly $500 million is invested annually into personality tests — that’s a lot of applicants and a lot of different personalities. Since so many people have experienced a personality test at least once, it’s likely that some applicants will be able to trick or game the test. Applicants could answer questions how they think the company wants them to rather than how they would actually answer. This could lead to false results regarding the applicant’s personality examination.
Personality tests are becoming a reality for many applicants when going through the hiring process. While there are numerous pros and cons, employers often find that incorporating these evaluations lead to a better fit in an expedited manner.
Need more tips on hiring the best candidate? Check out our blog on the red flags to watch out for when interviewing.
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