For a long time now there have been great debates about the validity of personality assessments. Myers Briggs, DiSC and others have been regarded as useless in determining the way a person really thinks and/or works.
I tend to disagree.
I have been using personality assessments for over a decade and find that, at least the more well known assessments, do consistently resonate with their test taker and offer up great points of conversation for team building discussions and pre-employment. It is the pre-employment use I want to talk about today.
More and more team dynamics play a role in how effective and efficient a department is. One or two bad apples and the whole team is dragged down. Often, the bad apple isn’t necessarily a poor performer, but more often there is a personality conflict between that person and another or even the entire team. And that is difficult to manage and overcome if it gets out of hand.
For leaders, thinking about team dynamics in the hiring process is essential. It is not enough to simply look at how a person’s skill set and past experience is going to fit into the position, but how the person’s personality is going to mesh with the rest of the team. Since the interview process usually produces the best of a person, meaning they are not being their total self in an effort to impress, simple questioning can prove fruitless in figuring out how a person truly works and interacts with others.
And that is where pre-employment personality assessments come in.
Let me be clear. I believe pre-employment personality assessments can be a part of the recruiting process, not the whole thing. I also believe you have to go with a personality assessment that has been validated for pre-employment. Neither Myers Briggs or DiSC are validated for pre-employment. Finally, you have to have someone certified to be able to review the results with the candidate and leader. Someone should be trained in how to interpret the results and highlight what is important for the candidate/company to consider.
I am a certified coach with Hogan Assessments and really like the assessments they offer, the results that are provided and, most importantly, provide great discussion point to review with the candidate and leader. Below is my process for administering and reviewing personality assessments in the recruiting process.
Determine the Right Positions
I don’t think all positions need personality assessments as part of the recruiting process. I believe crucial leadership roles or the first few roles in a small business/startup are usually perfect for a personality assessment step added to the process.
The Assessment is a Final Step
If not the final step, the assessment piece should be one of the ending phases of the recruitment process, meaning only your top candidates take it. You don’t want to make hiring decisions early on based on a personality assessment. If you have results that tell you what their personality may be like before you’ve gone through any other stage of the interview process, you are making a decision without the full picture.
Review the Results
The most important step is to fully review the results with both candidate and leader together. This is where it’s important to have a certified coach who can help interpret and discuss the results that may impact the workplace – both positively and negatively. This conversation must be open and honest. It should allow the candidate to describe how they may act in a workplace setting when certain situations arise. It should also allow the candidate to get an even better understanding of the workplace they will be working in and determine if it is right for them.
When done well, these pre-employment personality assessments allow both candidate and leader to walk into the employment relationship with a head start on how they might work together. Both are aware of areas of synergy and areas that may create conflict. They already know how they might adapt to one another’s style. Information that will also help the leader integrate the new hire into the team as a whole.
For all the debate over personality assessments and their validity, this consultant is a fan. They do require care in administration and execution, but with the right help and facilitation can provide insight now found anywhere else in the recruiting process.
*this post is not sponsored or affiliated with Hogan.