I love personality tests. They are (typically) a lot of fun to both read and take… but beyond that I believe that to know oneself is to learn from weaknesses and develop strengths.
1. Williams is the Managing Director of ScientificSelection.com.To this point, today I read a great article from R. Wendell Williams 1 that caused me to start thinking about their role in the talent management process.
Williams argues that personality tests have an at best negligible ability to predict job performance. That means that having people take assessments 2. Though as the article shows, if you simply *must* use one of these tests then before is better.like Myers-Briggs and their equivalents (either before or after hire 2) is unlikely to tell you much about their ability to do the job you’re testing for.
With that said, I think that pre-hire personality tests can play a fantastic role in assessing cultural fit. Some of the ideas driving assessments like 3. Not yet operational, but I recently spoke with the CEO and love her vision. workZeit 3 – that working style and cultural fit are things that can (and should) be analyzed before hire – are gaining momentum as we learn more about what factors drive success.
…So while knowledge of a candidate’s personality is unlikely to yield much information about their potential efficacy in a role, a test that asks the right questions can yield meaningful information about how well a candidate will fit into a team (or identify why he or she isn’t meshing with their group once they’ve started working).
What do you think? Are personality tests a value add? Do you use them in your workplace when recruiting talent / developing teams?
As always, please share your thoughts in the comments section below.
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