Accessability Links

Personality Profiling

Posted by
20 May 2015
The working environment is something that is very important to both employers as well as employees. When your company values align with an employee's ethics it strengthens the ethos and core business beliefs.

Most companies have clear values on their website and more often than not you are expected to rehearse this at the interview stage. However a big part of the recruitment process now includes personality and character testing to determine if potential candidates "fit the bill”.

It has become increasingly common for employers and hiring managers to request testing from candidates before going to offer stage. So what exactly can personality profiling add to a candidate's application?

There are many different types of testing that can be used, for example, many companies already have in-house numerical/literacy tests. These generic tests involve candidates answering a selection of excel based and verbal reasoning questions and confirm a candidate's level of capabilities alongside their ability to work under time restrictions.

However it is now becoming increasingly common for businesses to go one step further and test a candidate's personality through in-depth questionnaires whereby the company compares a candidate against the "norm groups”.

Personality profiling however is an increasingly popular form of testing, particularly at the more senior level. These tests focus on pulling together characteristics through specific questioning. For instance, tests can demonstrate if candidates are leaders or influencers.

The idea of these tests is to allow employers to instil their company values within the questions to determine if the individual will not only be a good at their job but that they share the same ethics. This works through an employer answered a set of questions in order to incorporate the same content and suitable questions relating to the ethics and working environment in question.  You can also home in on certain areas that are specific to the business; such as analysing arguments, assumptions, dedications, inferences and interpreting information.

After completing the tests a report will be produced which explains the outcome - this will link a candidate's score to the norm groups; for example if they are a "leader” or "analytical thinker”. Other reports pull out a candidate's critical thinking which assesses their performance and areas where they could show improvements or where they demonstrate particular strengths.

Combining numerical and personality profiling tests often gives HR and employers the ability to get an overall view of a candidate's strengths and weaknesses. Placing importance on testing can be both a positive and negative however using them alongside the more traditional methods of interviewing can give employers an in-depth look at not only how a candidate says they can perform but also a report showing their capabilities in hypothetical scenarios.

Are you thinking about testing potential candidates? Call Kate on 0191 261 8585 to find out more about the different types of testing we can do on your behalf…
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