Businesses today must commit to culture building. The culture within is the engine that drives teamwork, innovation, and productivity. To accomplish this, organizations have to set the tone from the top and hire employees that mesh with and enhance the company’s values.
It’s not always easy to discern which candidates will fit well and which will corrode esprit de corps. That’s why human resources professionals and hiring managers employ all kinds of strategies to draw out the personality traits of each prospective hire.
The reality: Today’s job-seekers are coached to answer common personality questions with prepared responses designed to impress. Which robs employers of the ability to get to know the real person behind the resume. That being said, there IS a solution companies can use to figure out if a candidate is a good fit: personality assessment.
Using a personality tool for hiring can reveal insights
personality assessment, is the measurement of personal characteristics. Assessment is an end result of gathering information intended to advance psychological theory and research and to increase the probability that wise decisions will be made in applied settings (e.g., in selecting the most promising people from a group of job applicants). For businesses, assessment can be a remarkably useful tool to aid in the hiring process.
Discover the right culture fit for your team
Personality assessment helps companies identify candidates that will make a good fit into the existing company culture. This should be a key concern for today’s businesses, as maintaining a healthy culture can affect everything from the company’s productivity to its ability to recruit and retain top talent.
Personality assessment helps businesses find candidates with the right traits to fit into existing teams and workflows. It also helps them to identify candidates that could be the missing ingredient needed to turn existing teams into company all-stars.
3 types of personality tests you should be aware of and the one you should be using for new hires
Even though personality assessment isn’t a new phenomenon, its use in the hiring process is a somewhat recent development. Large corporations have led the way in adopting the practice, and it’s been reported that 80% of Fortune 100 companies now do so.
The rapid rise in the use of personality assessment in hiring processes has driven the development of a variety of methodologies that businesses of all sizes can choose from, depending on their needs. Here’s an overview of four of the most popular options, and what they’re best used for.
- Myers-Briggs – One of the oldest and most respected – like bringing a tank to a knife fight. Want proof? (MBTI) is an introspective psychometric questionnaire explaining an individual’s decision-making, perception, and interactions. It was developed as an in-patient assessment.
- Enneagram – The Riso-Hudson Enneagram Type Indicator divides subjects into categories. The Enneagram can become the way to justify your worst traits. After all, you can’t help it: You’re a *number*. If you feel like taking a trip down the rabbit hole, here is the entrance.
- DiSC – DISC assessments completely fail to assess specific skills or your ability to solve/think through problems. There’s no actual basis for using DISC assessments as a way to predict how a candidate will perform, or how multiple candidates will perform in similar scenarios.
Personality Lingo – The personality tool that changes everything.
Personality Lingo is a fun, easy way to identify personality styles and understand why people behave as they do. It uses everyday language to help you comprehend and discuss the way you see the world and how you interact with others. Personality Lingo helps you transform relationships, improve communication, and reduce stress.
A person’s overall personality is a mixture of the four styles in different amounts. It is widely believed that this mixture starts with an inborn disposition yet changes
over time as a person interacts with their environment. In other words, a person’s
overall personality is made up of both natural (inborn) and adaptive (learned) traits.
It’s assessment time
There are plenty of good reasons that today’s businesses should consider using personality assessment in their hiring processes. They can help differentiate between candidates with similar skills and experience, and give the business some insight on which person will make a better employee. They also make the goal of building and maintaining a company culture that facilitates efficiency, productivity, and employee happiness and retention much easier to accomplish.
Any of those benefits on their own should be enough to demonstrate the value of using personality assessment in hiring. The fact that a business can get all of them by making such a simple addition to their hiring methods makes them a true no-brainer.
To get started using personality assessment as a standard feature of your hiring landscape, contact us.
Where to begin?
Recommended first step:
The True Colors Intro is a dive into what makes us who we are, how we prefer to relate, interact, communicate, and recharge. By investing in helping people understand self, we also help them understand other and that is at the root of healthy dynamics. It is a fun and fascinating exploration that ultimately fosters good communication within the work environ, and at home.