This week we ask why measurements of candidates' personality are useful during the recruitment process.
Ability tests provide vital information about whether candidates demonstrate the required skills to do the job.
However, they do not enable employers to see what makes each person tick - Is the candidate's personality compatible with the team or organisation?
For example, towards the selecting in phase of a recruitment process, an employer may know that the remaining candidates possess above average critical thinking or problem solving ability.
However, without obtaining information about their personality traits and values, it may be difficult to ascertain their suitability to the culture of the team.
In addition, academic research is re-stating the importance of using measurements of Personality within selection processes.
The consequence of not assessing the personality of your candidates could well be that people are hired with sufficient ability but incompatible characters for organisational values.
A conflict between a person's values and the goals of an organisation can result in disengagement, distraction, and ultimately, a desire to change jobs or company.
Estimations of the cost of a bad hire can vary from tens to hundreds of thousands of pounds.
Alignment between an employee’s and the organisation’s values are extremely desirable because people are thus more likely to perform to the best of their ability, to learn and to develop their skills.
The purpose of tests and assessments is to gain as much information as possible, in order to make an informed hiring decision.
On this note, the TalentLens UK personality tool SOSIE helps recruiters and L&D professionals to:
Trial SOSIE Personality Traits & Values within your team. Receive a free report and feedback.
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