When used properly, personality assessments are a phenomenal tool for any workplace. The information they provide can help enhance employee communication, resolve team conflict, and make employees aware of their own behavioral inclinations. When used improperly, to make hiring decisions…that’s a “don’t.”
This is important, because these days the majority of Fortune 100 companies use some sort of a personality assessment as part of their hiring process. To encourage proper usage here is how to use personality tests and the dos and don’ts we recommend.
The Dos
We offer personality assessments because we have seen the incredible workplace transformations they’ve created. Here is how to use a personality test for the best results:
Use a research-validated assessment. All personality assessments are not created equal. Many out there are not backed by research. That’s one of the reasons we offer DiSC® assessments.
Give everyone the same assessment. This way, you compare apples to apples.
Educate the assessment givers and takers. It’s important that the people giving the assessment fully understand what the assessment measures. It’s also essential that they convey to the assessment takers, “This is not a test. There are no right or wrong answers.”
When using an assessment in the hiring process, follow up. If a candidate’s results show inconsistencies or potential characteristics that might not align with the role, use interview questions to learn more. Remember that you can learn a lot about someone from an interview.
Don’t
There is one crucial “don’t” when it comes to using personality assessments, particularly if you’re using them as part of the hiring process. Don’t. Pigeonhole. People. In other words, don’t rule out a candidate just because their results show them to be in a certain personality/behavioral category.
Please always keep in mind that assessments are not designed for this purpose. While you can learn a lot about someone’s innate style from their results, that should only be a small portion of what you’re considering.
At the same time, if you’re using assessments to learn more about the people already on staff, don’t excuse poor behavior just because of an individual’s style. If an employee keeps showing up late, for example, their style does not make that acceptable.
Taking an assessment? Don’t try to trick it or answer questions in a way you think would sound good. The assessment gets to the truth.
Do let us know if you’d like more information on how to use personality tests.
Email us at learn@corexcel.com to learn more.
