Applicants are trained to make good impressions in an interview. Go to any retail bookstore and you’ll find an entire section of resources dedicated to helping job seekers “sell themselves” to potential employers. Go to any college and you’ll find courses on how to effectively “ace” an interview.
Good performance in an interview setting (including a well written resume) does not always translate to long-term success. In fact, studies have shown that standard interview techniques are about as effective as flipping a coin. Additionally, the American Psychological Association states “67% of all job applicants’ resumes contain misrepresentations.”
That is why so many world class organizations have turned to the use of personality assessments to gain an objective perspective of their applicants’ true potential for the job. When used correctly, personality assessments can substantially increase the effectiveness of any interview process.
Just like anything else, however, there are good assessments and there are bad assessments. The trick is to make sure that you find a valid tool that will meet your company’s needs.
Quick tips to finding and using the right personality assessment:
-
Have a clear purpose - Understand what you are trying to achieve through the use of a personality assessment. For instance, are you looking to reduce tunrover? Increase new hire productivity? Find the right “fit” to your culture? Know in advance.
-
Make sure the assessment is valid - Any reputable assessment provider will provide you with a copy of the assessment’s validation study (technical report). Ask the provider how their tool complies with EEO and OFCCP fair hiring standards.
-
Understand your specific requirements - If you are looking to use an assessment to hire outside sales people you probably shouldn’t be looking for a 2-hour, “pen and paper” assessment. You’d be better off using a 25-minute, online assessment that self-scores!
-
Make sure the assessment measures job-specific criteria - Good assessments can be customized to any position/role within your company through a study of existing staff members. Remember, always target the system.
-
Beware of pass/fail tests - Personality assessments should be used as a tool in a multi-staged interview process. A good rule of thumb is to use the information yielded by an assessment for no more than 20% of your hiring decision.
-
Assessment support - How do you need to be supported by the assessment provider? Do you want telephone feedback support? Are you looking to be trained? The best assessments will actually provide you with interview questions to use based on the results.
-
Track results - Using an assessment tool shouldn’t be a “nice to have,” it should produce measurable results for your organization. Identify key metrics upfront and track the efficacy of the system on an annual basis.
As one of our Fortune 500 client’s recently said, “its not why would you use a personality assessment in your selection process, its why wouldn’t you?”
Filed under: ECI Behavioral Insight, Employment Testing, Personality Testing | Tagged: assessment tools, cultural fit, EEO compliance, fair hiring practices, Interview Questions, Interviewing, motivational fit, Objective Hiring, OFCCP, Organizational Fit, Structured Hiring Process
My company lets a PEO take care of these kinds of tests, where the results will be more desirable for hiring process. However, we do not hire based on these tests alone. It is important to view these results as a way to sort out good hires from bad hires, and then continue on with interviewing or another form of hiring.
We agree with you, Shel. In fact, we say that for the most part, while there is a good deal of predictive capability in many good tools, such as the ECI Behavioral Insight, people can rely on these too much to make the decisions for them. These tools are more appropriately used to identify areas where one can verify the presence of a strength in the candidate as well as areas about which to ask more questions. These are tools, not decision maker. I wouldn’t even use a test to sort people out (good from bad). You should have a structured process where you look for candidates who have a good match to the requirements you posted for the job, interview those individuals, then apply the test to find out more about those candidates which seem likely prospects for your organization. The test helps you to determine how to target the interview process and to learn more about the individual so that decision makers may make the best choice!