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Role of Personality Assessment Test in Recruiting the Right Talent

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Personality Assessment centers and development centers in an organization frame a basis for examining the skills, interests, and personality of a new and existing role in an organization. The tasks involved in these centers are interviews, group discussions, presentations, etc. The development centers through the light into the strengths and the areas of development of the employees. 

Benefits of personality assessment:

An assessment center is a compilation of a series of assessments that are been carried out using several techniques such as simulation, psychometric exercises, and tests to frame critical decisions in an organization. These critical decisions can be selecting or rejecting a new recruitment candidate, considering employees of appraisals and promotions, etc. To run an effective assessment center, it needs to have clearly defined competencies, along with behavioral indicators and scales for evaluation. And the techniques that are used for assessment should assess the behaviors and competencies of the individual. Personality Assessment centers make use of several techniques and multiple assessors to perform the personality assessment of the candidates in different exercises.

The importance of assessment and developmental centers in an organization can never be underestimated. It integrates into line managers with the workforce and helps in sharing information regarding the performance of their team member and their subordinates.

  • Helps in identifying high employee potentials: Development centers helps in creating a pool of managerial talents and managers which is available across the different zones of an organization.
  • Identifying training needs: These centers help the candidate and the organization with concrete data on the improvement areas that can be used in the future for training the employees. 
  • Hiring leaders and succession planning: The organizations can make use of these development centers to understand if an employee is capable of handling the challenges that come with their higher position.
  • Developing leaders: The assessment and development centers gauge the proficiency levels of various competencies in an organization and help it in identifying the key developmental areas for leadership goals. 

What is tested in personality assessment?

1. General personality assessment of the person instead of the company culture

Each company will have its own working culture. They have to ensure whether their employee’s personalities will go with their company culture. Some companies may have some stringent corporate ambience and the candidates value a looser environment, they will never be a match to the company. Similarly, if the company has got an easy-going ambience and the candidate is very serious-minded, he may feel suffocated in that work culture. So the employers will try to know the general sense of work culture of the candidates.

2. Efficiency in being an effective team player

Many times the companies have to select the candidates for some particular role or job. Determining the attitude of them towards such works is very important. All persons can equally shine out in all roles. Especially in marketing and all, people must have that particular trait of interactive e nature to shine in their career. The team may require people from different qualities and qualifications. The combined effort of the team only can lead to the successful launching of a product or service. So who is not good at planning or execution can never be in the managerial position. The whole team may struggle due to such heads. So it is important to measure the capacity of an individual to work in a team, before recruiting him.

3. Clarity in Communication 

The communication skill is very important for any employee in a firm. The employees must have to convey their ideas to their teammates or the customers properly. Many times the employees must be in a defending position and he should have great communication skills to make the company’s stand clear. The communication methods, way of handling the conflicts and collaborating with others, etc matter a lot while working in a company.

Personality tests for recruitment:

The personality test for recruitment usually consists of multiple tasks and activities designed to get a large scale of knowledge, experts, and efficiency that are demanded the job under standardized conditions. It is a type of personality test to determine the candidate’s suitability for a particular job/role. It conducts fairly and pre-selected assessors to see all the candidates in an equal. They will use the common frame of reference for all the tests to judge the candidate.

Though many personality tests are available nowadays, the most used and famous are the MBTI and DiSC Using the MBTI; we can judge any of the 16 possible personality traits. These will consider the four main factors like how you learn, work, and communicate in a working environment.

 In the MBTI test series, they will analyze your personality through a series of questions. The questions will be to check whether you are introverted or not, the sensing skills, thinking capabilities, and perseverance. In this test, they ask questions in 93 sets of two.  You have to choose one answer from the two sentences. That answer will describe your basic nature.  The best strategy to clear the MBTI test is to give the answers honestly as the results only will give the right choice for the employee and the employer. The main aim of the test is on preferences and not in the capabilities.

Final words:

Each company will have its own working culture. They have to ensure whether their employee’s personalities will go with their company culture. Some companies may have some stringent corporate ambience and the candidates value a looser environment, they will never be a match to the company. Similarly, if the company has got an easy-going ambience and the candidate is very serious-minded, he may feel suffocated in that work culture. So the employers will try to know the general sense of work culture of the candidates. Many times the companies have to select the candidates for some particular role or job. Determining the attitude of them towards such works is very important.

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Dan Zinman started his career as an astronomer and college professor and quickly expanded into popularizing the understanding of science and scientific discovery. He did this through writing books, essays, and articles. He is contributing by writing news articles for timebulletin.com.