How Personal Should You Get?

How Personal Should You Get? by Declan JonesPersonality tests have been used to assist in making the hiring decision for years. Should you use one? It depends on what you’re looking for and what you believe.Personality has an obvious effect on performance and how well a new employee fits with the culture and environment of your business. You may even have specific personality factors defined for key positions. Does that mean a test can you give you the answer about which candidate is best?Not necessarily. Although personality tests are increasing in popularity, the results are open to negotiation. Their validity is sometimes questioned, and there are candidates who may be perfect for your business who refuse to take one because the results are not quantifiable.Certain kinds of personality tests should never be used for potential candidates. These are ones that have been developed to exam the entire personality, specifically target training and communications or attempt to diagnose mental illness.Other tests given to candidates focus on job performance, knowledge and the skills required to do the job. A personality test could be used to help recognize who will succeed in the job and who might not. For example, if the job is a high stress job, the test should address stressful situations, or create a stressful situation as a means of taking the test, such as a fast-paced, timed computer program.If the job requires multitasking, the personality test might ask specific questions to target this area. In addition, tests can be given at the work location where the future employee will be working. This helps to set up the environment, along with the usual distractions an employee will have to deal with in the course of doing the job.If you are considering personality testing as a means to limit the candidate pool, be sure to do your homework. What tests have been considered valid indicators of performance? Have there been studies conducted on test results compared to the actual performance of people doing the job? If not, think twice about using that test.In most countries that use personality testing, law suits have arisen based on the results of a test. This isn’t something any corporation or business wants to deal with.By the time you are interviewing final candidates, the pool to choose from should be narrowed down to only those that would do well in your business. That is our job, after all. Let us help you.

Declan Jones is the Managing Director of wynnwith, the leader provider of free career advice.

Article Source: eArticlesOnline.com