How Companies and Candidates Benefit from Personality Testing

A businesswoman taking on the phone

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email
5 MIN READ

Hiring the right candidate for your company entails significant costs. Internal resources are spent requisitioning for the job and advertising the job posting. Then there’s the process of filtering candidates and organizing interviews – sometimes multiple ones – to make sure the candidate looks like a fit, both for competence and company culture.

Then there’s the cost everyone is afraid of: the cost of a bad hire. You may not fully reap the benefits of your hire if they only stay four to six months or less than a year. The loss of an employee who does not fit within the company, either because the employee chose to leave, or you decided not to keep them, not only includes the salary for their period of employment. It also includes the cost of repeating the hiring process to replace them within a shorter span of time.

That’s why a good personality test for job applicants is an important investment for companies that hire, whether in small or in volume. The information you obtain from administering personality diagnostic tests can yield lots of qualitative and predictive information about the fit of the candidate for a role in your organization.

For more information and inquiries about personality tests, don’t hesitate to contact Aptitude today.

man, men, hand

What is the Use of Personality Tests? The Benefits of Personality Testing

It’s time to get into more detail about the benefits of personality testing. Recruitment managers use personality test assessments for many reasons, including these:

  • Personality testing supplements the information provided by the candidate. You might be able to form an idea of the candidate in your head, in addition to the information they’ve given you through their resume, samples from their work portfolio, and written references or testimonials from third parties.
  • You can test for personality traits that represent that person. Certain kinds of traits of a person become set over time and don’t really change.
  • Personality inventory tests may help you determine whether the person will thrive in the position you want for them. If you get this wrong, it can turn into a costly mistake for your company.
  • You’re able to compare various candidates according to the same metrics. Filtering and ranking candidates can be a lengthy, complicated process – and testing can help you decide more fairly.
  • It allows your company managers to understand their aptitudes and strengths. This way, you’ll know what motivates and encourages them, or what kind of situations or tasks could cause them to struggle.
Preparing test questions

Potential Cons of Personality Testing

The benefits of personality testing are tangible, but there are cases when personality tests create lengthy discussions around your company’s recruitment strategy.

  • Testing Cost. If you’re the hiring manager of a large company and hiring in volume, you can rack up considerable costs, especially if your personality test is from an expensive psychometrics firm.
  • Processing Time. Just like other aspects of the hiring process, testing creates more paperwork and processing time requirements for every candidate in the pile. Sometimes processing all the candidate paperwork results in cancelled applications – and lost hires from the outset. Some companies get external assistance to address this problem.
  • Struggling to Find the Right Tests. Over time, organizations have come to question some of the most popular personality testing instruments that were the standard twenty, or maybe thirty years ago. The Myers-Briggs Type Indicator personality test, for example, has been strongly criticized by the psychologist community for being designed by non-psychologists and non-psychometricians. Other alternatives are not easy to find, and organizations sometimes find themselves using these tests anyway.
  • “Gamed” testing results. Depending on the test you use or devise, you might be obtaining results from prospective candidates who give you answers that they think you want to hear from them.
  • They don’t provide definitive insight. Hiring someone based on their success on a personality test isn’t foolproof guarantee that you’re hiring the right person for the job, or that you’ll retain that person in the long-term.   

Sometimes, it’s a matter of finding the right personality testing solution for you – one that is built to scale, offers fast processing turnaround, and captures the data you’re really looking for.

For more information and inquiries about pre-employment tests, don’t hesitate to contact Aptitude today.

Benefits for the Candidate

The candidate undergoing the hiring process also benefits from the testing process. Insight into your hiring assessment process helps them begin to understand the kind of person you’re seeking, and whether they see themselves as a fit. In this sense, you’re setting the right tone for the job process and framing clearer expectations for the candidate. 

And for one reason or another, even if that candidate ends not being hired by your company, they will be able to attest in future employment interviews that they’ve passed a similar assessment, increasing their chances at getting hired.   

overhead shot of a team shaking hands

The Benefits of Personality Testing Past the Hiring Process

HR and hiring managers should recognize the value of personality testing past the interview process. Once hired, you may be able to harness this information in other ways that will benefit your organization. Let’s provide some examples:

  • Team fit. The tests you are using may be able to give you an idea of how to manage different personalities within teams you’re developing.
  • Performance evaluation. In creating performance evaluation assessments for team members, personality assessment tests can help you pinpoint areas for improvement and set specific performance targets to help that team member grow.
  • Learning and development. You can get a clearer idea of what kinds of formal training activities to invest in. Likewise, you can look into more informal learning or community-based activities that will keep your employees engaged and connected to the company.

Timing the Personality Assessment

No two candidates are the same, and while the hiring process should remain fairly uniform, there may be times when you may run a personality test before an initial interview – or afterward.

There is also the added convenience of online testing – which allows you to handle candidate assessment outside the confines of the day shift. Not only does it allow you to consider candidates working different time schedules; you’re able to optimize the process without direct supervision, helping you save costs.

New Testing Paradigms for Candidate Hires

New Testing Paradigms for Candidate Hires

No one test will help you determine the long-term fit of a candidate for a job – but personality assessments, if you use the right tools, help you look beyond “competence fit” and assess them for culture fit, which matters just as much. 

Work with your recruitment and hiring managers to learn more about the personality assessment landscape, which continues to evolve. Brand new 360°degree-type personality assessment tests have become available that help with pre-employment and current employment evaluations. Remember: obtaining as much information about every candidate you’re hiring is an investment in your company’s future success.

I’m In! What Do I Do Next?

Reach out for a free trial today and take advantage of our introductory promo. You’ll get a full overview of our recruitment tests as well as a sample report. We can provide online or on-site training on how to administer the test and interpret the data given.

Scroll to Top