As a hiring manager, you’re well aware that resumes, references, and interviews are standard components of the selection process. However, while these tools are essential, they may not provide a complete picture of a candidate’s suitability for a role. That’s where a personality assessment can be an invaluable resource.
Personality assessments can provide valuable insights into a candidate’s motivations, interests, and abilities, which can be used to select candidates who will be the best fit for your organization. In fact, it’s estimated that as many as 60% of organizations currently use assessments in the hiring process. So, what are the benefits of using personality assessments in the hiring process?
Helps you Find a Better Match
While skills and experience are essential, they may not be enough to select the best candidate. Suppose you’re looking for an administrative assistant, and you have several candidates with good resumes and references. Still, you’re not sure which one would be the best fit for the position. By giving candidates a personality assessment, you can get an idea of what motivates them, and whether their interests match the job functions. A candidate’s personality and passion for the role are essential factors in ensuring their job satisfaction, loyalty, and dedication.
Strengthens The Team
Experience and skills are important, but personality conflicts can disrupt the overall atmosphere of a team. Assessments can help you determine if a candidate’s personality fits in with your existing team’s culture. You can identify people who will complement or balance out your team’s traits, which will help them work together more productively and effectively.
Gives Insight into Leadership Development
A personality assessment can also give insight into a candidate’s leadership potential, which is essential if you’re hiring for a position that could transition into something new. You can identify traits and natural strengths that could contribute to the building of exceptional leaders down the line.
Provides Objective Point of View
When trying to hire the best candidate, it’s easy to be swayed by several factors. We’re naturally inclined to favor people who think in the same way, but an office full of the same person can be unproductive. Assessments take the bias out of the process, giving you data that is objective rather than subjective. You can identify candidates who will bring balance, fairness, and perspective to your organization, rather than those who are similar to you.
Assures a Well-Rounded Workforce
Having a diverse and well-rounded workforce contributes to company innovation and growth. Assessments can help you identify gaps in your current workforce and hire people who fill them. Assessments can help ensure that a variety of personality types are brought to the table, leading to a more robust and innovative team.
In conclusion, personality assessments are an essential tool in the hiring process. They can help you identify candidates who are passionate about their work, fit in with your organization’s culture, and are likely to be productive and effective team members. Assessments can also provide valuable insights into a candidate’s leadership potential and help you build a diverse and well-rounded workforce. While assessments should not be the only tool used in the hiring process, they are an essential component that can help guide you towards selecting the best talent for your organization.