Recruiters are always looking for candidates who are charismatic, proactive, takes initiative, and can adapt to any social or professional climate. But there is always more than it meets the eye. A candidate cannot be judged based on what is written on their resume. A polished resume and top-class recommendation take the candidate closer to their dream job. But recruiters indulge in carefully tailored processes to identify those candidates that fit into their companies like a glove. Personality tests go a long way in fortifying faith in the recruiter ’s hiring decision. They ensure that the candidate chosen will remain loyal and true to the company. With recruitment processes becoming more streamlined, the personality test is arguably the best judge of a candidate’s suitability for a position.
Personality doesn’t simply choose how we react and move in our condition, it assists individuals with acting in explicit manners.
Personality is only a reflection of what you state and do. As it’s been said, a couple of things change after some time, and some stay the equivalent ; the parts that stay the same are the thing that comprises personality. The textures, strong qualities, and coherencies of personality auras characterize what personality advancement is.
An extremely intense onlooker and a doctor, Hippocrates, in 400 BC, presented an idea of various personality attributes basically brought about by natural liquids. Terms authored by him are as yet being utilized in depicting personality, for example, – Calm or apathetic individuals were accepted to have a higher mucus fixation; hopefuls or cheery individuals were thought to have more blood; and discouraged or melancholic individuals were viewed as high on dark bile levels.
Be that as it may, as innovation propelled, the whole world wheezed in dismay taking a gander at these speculations. Let’s be honest – each meaning of personality has consistently regressed into inflexible polarity, consequently making it much progressively unpredictable. In spite of contemporary confidence, the meanings of personality have been begging to be proven wrong and riven by debates among specialists.
While aptitudes, qualifications, and professional experience are significant and important factors that recruitment representatives consider while looking for a candidate to fill an empty position, an applicant’s character can be similarly as fundamental.
One of the most significant components that impact the employing choice is whether an up-and-comer is a solid match for the organization’s way of life. A competitor may have all the important capabilities however on the off chance that they’re utilized to various styles of working or hierarchical chains of command, they won’t be a decent counterpart for the organization.
While looking for candidates, make certain to initially set up a profile for the sort of worker you need. When you acquire them for a meeting, you can lead character tests to learn in the event that they’re the correct fit.
Here are five personality tests that recruiters can use.
This self-introspective test was created by a mother-daughter duo, Katherine Cook Briggs, and Isabel Briggs Myers, and is based on Carl Jung’s classification of personalities. It is scientifically backed and has set the bar for psychological assessments of personality. The test aims to classify the candidates according to four pairs of dichotomies – sensing or intuition, feeling or thinking, introversion or extroversion and judging or perceiving. This helps recruiters understand the way in which candidates perceive what’s around them. The test results make recruiters aware of the candidate’s shortcomings and strengths. Self-actualization is an indispensable part of learning which is the main reason recruiters incorporate this personality test. Over 70% of the Fortune 500 Companies use the Myers-Briggs Test.
The Caliper Profile
Used by thousands of businesses worldwide, the Caliper Profile is the psychological assessment quiz that has been structured by the talent management company, Caliper. With over 150 questions and two hours of writing time, employers have a more comprehensive personality profile of their applicants. The profile is a scientific instrument that provides concrete results on a candidate’s potential to grow, motivators, and natural strengths. Created nearly half-century ago, the caliper profile analyzes more than 25 personality traits relating to job performance thereby providing conclusive results that examine both the positives and the negatives of the candidate objectively.
Employee Personality Profile
The Employee Personality Profile or EPP is used for gauging a candidate’s personality for any position, on the basis of how well they interact with various elements of the workplace ( colleagues, clients, management etc) as well as their work style. The test is essentially an inventory that measures twelve personality traits of the candidates which are Assertiveness, Achievement, Competitiveness, Conscientiousness, Self-Confidence, Managerial, Extroversion, Motivation, Cooperativeness, Openness, Stress Tolerance, and Patience. It takes 15 minutes to complete the test, which consists of 140 items. The EPP test results have been compared with the 16 Personality Factor Questionnaire proving its construct validity.
The DISC assessment is a tool that is used to analyze behavior on the basis of a theory proposed by William Moulton Marston. Walter Clarke took this theory and developed the first DISC assessment which identifies four different behavior traits namely dominance (D), inducement (I), submission (S), and compliance (C). The results generated by this personality test help to better understand the temperament and interpersonal relations of the candidates. The test scores participants in all the behavior categories which provide the recruiters with a comprehensive profile of the same. DISC assessments provide outcomes that maker hiring efforts more foolproof and beneficial in the long run.
Sixteen Personality Factor Questionnaire
The Sixteen Personality Factor or 16PF is a personality inventory developed by Raymond B Cattell. Supported by intensive empirical research this test identifies 16 normal ranged personalities used commonly by companies as well as academicians. With personalities ranging from warmth to sensitivity, the test consists of around 170 questions that gauge the candidate’s potential in a professional set up. The test contains situational questions that examine candidates on their ability to make decisions in the workplace.