Recruiters are always looking for candidates who are charismatic, proactive, takes initiative and can adapt to any social or professional climate. But there are always more than it meets the eye. A candidate cannot be judged based on what is written on their resume. A polished resume and top class recommendation take the candidate closer to their dream job. But recruiters indulge in carefully tailored processes to identify those candidates that fit into their companies like a glove. Personality tests go a long way in fortifying faith in the recruiter ’s hiring decision. They ensure that the candidate chosen will remain loyal and true to the company. With recruitment processes becoming more streamlined, the personality test is arguably the best judge of a candidate’s suitability for a position.
Here are five personality tests that recruiters can use.
This self-introspective test was created by a mother-daughter duo, Katherine Cook Briggs, and Isabel Briggs Myers, and is based on Carl Jung’s classification of personalities. It is scientifically backed and has set the bar for psychological assessments of personality. The test aims to classify the candidates according to four pairs of dichotomies – sensing or intuition, feeling or thinking, introversion or extroversion and judging or perceiving. This helps recruiters understand the way in which candidates perceive what’s around them. The tests results make recruiters aware of the candidate’s shortcomings and strengths. Self-actualization is an indispensable part of learning which is the main reason recruiters incorporate this personality test. Over 70% of the Fortune 500 Companies use the Myers-Briggs Test.
The Caliper Profile
Used by thousands of businesses worldwide, the Caliper Profile is the psychological assessment quiz that has been structured by the talent management company, Caliper. With over 150 questions and two hours writing time, employers have a more comprehensive personality profile of their applicants. The profile is a scientific instrument which provides concrete results on a candidate’s potential to grow, motivators and natural strengths. Created nearly half-century ago, the calliper profile analyzes more than 25 personality traits relating to job performance thereby providing conclusive results that examine both the positives and the negatives of the candidate objectively.
Employee Personality Profile
The Employee Personality Profile or EPP is used for gauging a candidate’s personality for any position, on the basis of how well they interact with various elements of the workplace ( colleagues, clients, management etc) as well as their work style. The test is essentially an inventory that measures twelve personality traits of the candidates which are Assertiveness, Achievement, Competitiveness, Conscientiousness, Self-Confidence, Managerial, Extroversion, Motivation, Cooperativeness, Openness, Stress Tolerance, and Patience. It takes 15 minutes to complete the test, which consists of 140 items. The EPP test results have been compared with the 16 Personality Factor Questionnaire proving its construct validity.
The DISC assessment is a tool that is used to analyze behaviour on the basis of a theory proposed by William Moulton Marston. Walter Clarke took this theory and developed the first DISC assessment which identifies four different behaviour traits namely dominance (D), inducement (I), submission (S) and compliance (C). The results generated by this personality test help to better understand the temperament and interpersonal relations of the candidates. The test scores participants in all the behaviour categories which provide the recruiters with a comprehensive profile of the same. DISC assessments provide outcomes which maker hiring efforts more foolproof and beneficial in the long run.
Sixteen Personality Factor Questionnaire
The Sixteen Personality Factor or 16PF is a personality inventory developed by Raymond B Cattell. Supported by intensive empirical research this test identifies 16 normal ranged personalities used commonly by companies as well as academicians. With personalities ranging from warmth to sensitivity, the test consists of around 170 questions that gauge the candidate’s potential in a professional set up. The test contains situational questions that examine candidates on their ability to make decisions in the workplace.