Companies are turning to personality profiling to find the right candidates for roles and promotions. But the use of such tests raises some important questions.
Are you the sort of person that reads all of the instructions before beginning a task or do you prefer to jump right into things? Would you say you are outspoken with your opinions and can be demanding at times, or are you fairly reserved?
Most people wouldn’t expect such personal questions in a job interview. We’re more likely to walk in anticipating a discussion about our professional experience or the skills we have that are relevant to the role in question.
Personality identification tests, such as the well-known Myers-Briggs Type Indicator assessment, have long been used by some companies as a team bonding tool. Workers can identify their personality types and, by extension, the best ways of working together in the light of their differing, or similar, traits. New companies such as Saberr have also jumped on the bandwagon, offering apps and software that provide similar services.
But increasingly, managers are turning to personality and behavioral assessments to sort through job candidates, and even to help them manage employees once they are on board. A 2014 survey of global HR professionals by CEB, one of the largest providers of online talent tests, indicated that 62% of respondents used some sort of personality test pre-hire. Thirty percent indicated that personality assessments would be used to identify high potential talent in the future. By contrast, a 2001 survey of managers from the American Management Association found that 29% of employers used a psychological measurement or assessment.
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августа 23, 2017