Personality Testing and Hiring????
Carolina De Leon Brooks (she/her)
Talent Acquisition Specialist @ LIST | Process Improvement, Market Research, Match maker, Science fan
Today, let's dive into the intriguing world of personality testing in the workplace!
?? Are these tests the magic key? ??
??♂? To Test or Not to Test? That's the Question!
So, here's the scoop: 92% of employers are jumping on the personality testing bandwagon ??. But hold on, should we really be using these tests to hire our future colleagues? ?? After all, we didn't get into school based on our personality, right? ??
?? Argument 1: Team Culture & Richard Branson Wisdom!
Some say personality tests are a game-changer! ?? Richard Branson, the billionaire guru ??, swears by them. He insists that "Company knowledge and job-specific skills can be learned, but you can't train a personality." ????
?? Argument 2: The Dark Side of the Test! ??
But here's the twist: personality tests aren't all sunshine and rainbows ???. They can open the door to discrimination concerns ?? and might oversimplify our unique personalities ??♀?. After all, none of us act the same way 24/7. ??
?? Fake it Till You Make it?
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And don't forget, we can all "fake it till we make it" on these tests! ?? If a question asks, "Are you the life of every party?" ??, we're all tempted to check "Absolutely!" ??♂?
?? Finding the Sweet Spot: A Hybrid Approach!
So, what's the verdict? ?? Personality testing, when used wisely alongside other assessments like skills, experience, and interviews, can be your secret sauce ??. Jim Povec suggests a tasty recipe: 50% technical skills, 30% personality assessments, and 20% interview performance! ??
Remember, hiring isn't a one-size-fits-all deal ??. It's a complex puzzle ??, and every piece counts. ??
So, LinkedIn fam, what's your take on personality testing in the workplace? ??
Keep smiling! ????
Yours,
Carolina
Senior 3D Artist
9 个月I just did one for a company. It has been... "interesting". Now, I've received the results (and I'm thinking about whether to post it on my profile.) ??
Majoor Netherlands Air Force
1 年Thanks for sharing this
Majoor Netherlands Air Force
1 年Thanks for sharing this
PhD Career Coach ??| PCC | Chartered Fellow CIPD Transforming Your Career with Professional Coaching and Mentoring It’s time to : - Know Yourself - Know What You Want - Know How To Get There
1 年I think if the right tests are used with caution and with suitably trained administration - they can be valuable. But these would be tests which are well constructed and peer reviewed by qualified academics. Such tests come with a high degree of reliability and validity ( which MBTI does not, by the way). Unfortunately, there are increasing numbers of tests which are very much pseudo science - so beware.
??♂? Recruiter - Talent Acquisition officer at Luxembourg Institute of Science and Technology - LIST
1 年Indeed Carolina De Leon Brooks (she/her), when it comes to decision-support tools (interviews, tests, etc) not all are equal. Some science-based personality tests can provide a fair assessment, outperforming human judgment in some cases. For example, I always advise against using MBTI for recruitment; instead, consider Big 5 theory-based personality tests. Stay tuned for my upcoming article on this topic! #PersonalityTest #Big5