Personality tests are not unusual in HR, even if the period of their greatest popularity has probably peaked. However, the debate about their validity and the ethical aspects of using the tests is still quite heated. We found practical guidance for you on how to use personality tests professionally on recruitloop.com. Do you agree with the following recommendations?
1. Count on a high degree of subjectivity
Both the respondents' answers, the how particular personality types are grouped and the test's ability to predict potential employees' performance in your company are subjective. That is why you should not make decisions solely based on personality tests.
2. Maintain confidentiality
Clearly inform job applicants or employees, participating in personality tests ,who will have access to the results and for what purposes the results will be used. Never force anyone to take a personality test then publicly share the results.
3. Expect certain differences
Respondents of different cultures and even different sexes may achieve significantly different results on the same tests.
4. Track the success of the tests
Evaluate the success rate of the results of personality tests for your recruits. This evaluation should be performed independently by a party who does not profit from the tests you use.
5. Do not use personality tests to predict future performance
Personality tests are intended to be used to search for ways to develop employees. They will definitely not tell you whether an employee will perform well in the coming months.
6. Do not assume that everyone will tell the truth
Studies show that up to a third of respondents intentionally do not provide truthful information in personality tests. Good cognitive skills and previous experience with personality tests is often enough for the respondents to know what the employer wants to hear.
7. Do not underestimate the value of test selection
There are very good tests and, on the contrary, tests whose only aim is to take money from you. It is also important to choose the right test for the given position and situation. No one-size-fits-all tests exist. Beware also of selecting the cheapest solution.
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