It’s only natural that companies turn to psychological assessment tests in the hopes of improving the accuracy and validity of their recruitment processes.
This story originally appeared on Personal Branding Blog
It’s not really a new phenomenon. Psychological tests have already been found in employee selection processes since World War I.
Determining how exactly to reduce turnover, increase productivity and more accurately predict employee performance has been and remains an objective of just about any organization.
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Because of its importance, predicting the near future success of a job candidate is a hard, high-stakes game. Therefore, it’s only natural that companies turn to psychological assessment tests in the hopes of improving the accuracy and validity of their recruitment processes.
That begs the question: do personality exams prevent bias in recruiting and ultimately assist companies in choosing the most viable candidates? The answer isn’t a straightforward yes or no.
It’s no exact science. Tests aren’t always right. While there are advantages to incorporating behavioral and personality-based assessments in the executive recruitment process, they are definately not fool-proof. In most cases, variables including the ones below will show hurdles for the potential employer.
- Such tests might be able to detect global personality traits of people, their strengths and weaknesses, but will never be an excellent predictor of who’ll do well in a particular work environment. For instance, extroverts and introverts could become equally good salespeople, using different strengths and skills to achieve success. For instance, an introvert could be an excellent listener and utilize this talent to raised understand his/her client.
- Another problem is that folks can “fake” the answers, providing the answers they think the employer wants (e.g., if an “extrovert” is known as an improved for for a sales position, then your candidate will answer accordingly, regardless of their “true” personality).
Where in fact the tests prove helpful
Despite not being perfect, studies show certain types of tests to supply valuable insight into an applicant’s capability to problem solve, reason and ultimately flourish in a posture.
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Despite the fact that they disagree regarding the extent of accuracy, most experts do concur that cognitive ability tests (where an applicant’s capacity to mentally process, comprehend and manipulate information is measured) have a tendency to be the most accurate success predictor in comparison with other styles of pre-employment tests.
However, as a way to reap the benefits of a pre-employment assessment to the fullest extent, there has to be a knowledge that exams usually do not always accurately element in certain variables vital that you success:
- Current competitive benefit of the company’s product/service
- Positivity and optimism around any office (i.e., cultural attitude)
- Autonomy given
- Resources provided for the applicant to reach your goals.
- Management dedication and style
Moreover, companies must supplement the test with a structured interview process. This implies all candidates are asked the same questions rendering it easier for interviewers to score candidate responses and draw comparisons across applicants.
Additionally, it should be predetermined what weight will likely be directed at the results of the test. In twelve years of recruiting, we’ve numerous times seen great performers score lower on screening exams than those people who have not exercised in confirmed role.
Therefore, unless a job candidate score comes out dismal, tests are best utilized as a supplemental measure instead of an ultimate decision maker.
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Without perfect, pre-screening tests can take merit. Though, they need to be utilized correctly.
Most importantly, profiting from implementation requires a knowledge of where in fact the results easily fit into to the entire assessment of an applicant as test inaccuracies can weed out high performers face to face if given an excessive amount of weight. However, despite some imperfections, hiring managers do benefit by combining another test as a supplemental assessment v