Anytime that you hire a new employee to work for your company, you take on a risk. Even applicants who submit great resumes and have multiple references willing to speak up for them may not be a good fit for your company. You never know when a reference might lie for an applicant, when an applicant lies on a resume or when an individual simply acts in a manner that disrupts the way others work.
Using personality tests is a great way to get a detailed look at how those applicants might act in the future. Online tests and assessments like those available through Testofy can help you assess the skills that other brings to the table and find out more about how they think before you write out a job offer.
Let’s take a look at some of the top considerations that come into play when using online assessments and personality tests to improve hiring within an organization.
Finding the Right Fit
One of the best benefits of a personality test is that these tests help you find the right fit for open jobs. This is especially important when it comes to hiring workers who recently changed career paths and those fresh out of college. Even those who graduated from an accredited college or university program may lack some of the professional skills that they need on the job. Many of the tests applicants can take online let you create a list of skills relating to the job and will show you whether those workers are a good or poor fit for that position.
Reduce Negligent Hiring Claims
When you advertise a job opening and meet with potential candidates, you make a decision regarding who to hire based on factors like past experience, education level and how the applicant acted during the interview. A negligent hiring claim can come about when an applicant does not receive a job offer and believes that the recruiter or interviewer acted in an illegal manner. The applicant may claim the recruiter acted in a sexually harassing manner or that the interviewer discriminated against the applicant on the basis of age or gender. Using personality tests helps you weed out applicants based on other factors and reduce the risk of applicants filing negligent hiring claims.
Go Beyond IQ Tests
Some employers still hand out IQ tests when looking at potential job candidates. These tests are potentially dangerous for several reasons. The first is that an IQ test means nothing unless administered by a professional psychologist or counselor. IQ tests used online and those found in textbooks do not give you a broad view of the intelligence of a candidate. You also need to keep in mind that IQ tests only tell you how intelligent an individual is and not how he or she might act. An applicant with a higher IQ may be less sociable than an individual with a lower IQ or act in a dismissive and narcissistic manner.
Deciding Who to Interview
Hiring managers and directors often use resumes and cover letters to determine who should come in for an interview. This may lead to you missing out on great candidates because an individual has a sparse resume or doesn’t understand how to put a resume together. Using a personality test allows potential employees to show you what they can do for your company and why you should hire them. It also allows you to decide who should reach you the interview stage.
Cut Down on Time
Time wasters refer to any activities that take you away from your work. This may include using Facebook, making personal calls or even chatting with coworkers on company time. Another common time waster is the time that you spend going over resumes, interviewing candidates over the phone and in person and talking about those candidates with the human resources departments. Companies that use personality tests can cut down on wasted time. Potential employees can take these tests from their home computers or computers that you make available in your office. You only spend time with those who score highly on the tests and those who answer questions properly.
Identifying Workplace Traits
Workplace traits are the traits that your top employees have. If you own or manage a graphic design company, you want workers who can work well independently and in small groups and those who have good communication skills that will assist them when talking with coworkers and clients. You can opt for a personality test that asks simple questions to determine if candidates have the top traits that you workplace needs.
Finding Identifiable Traits
If you ask two candidates to write down a list of the top 10 skills they have, you might find that they both list the same skills. Many job seekers today use the Internet as a way to get help writing resumes and applying for jobs. Those sites teach them how to use keywords or buzz words on their resumes. This often results in applicants using the same phrases and keywords from the job posting on their resumes, which doesn’t tell you much about the candidate in general. With personality tests, you get a real identifiable list of traits that each candidate has, which you can then use to determine if the individual is a good fit for the job.
Recognize Valuable Skills
In addition to identifiable skills, you also need to consider the valuable skills that each candidate has. Those are the skills that you may not necessarily require for the job but skills that will help employees do better once they begin working. Someone who works in an office setting needs a good grasp of the English language, strong communication skills and the ability to work with little to no supervision. Those valuable skills may also include the skills that you look for in candidates who may one day take on supervisory positions within your company.
Building a Better Team
A team is only as strong as its weakest link. If just one worker in that chain fails to do his or her job properly, you risk losing thousands of dollars or more and having clients leave for greener pastures. The ability to create custom online assessments and personality tests through Testofy make it easy for you to build the perfect team that your company needs. You can identify the traits that make an applicant a good part of your team, including looking at traits like working with others, being a natural leader or follower and accepting constructive criticism from others.
Reduce Personal Bias
A common problem that you need to think about when hiring new employees is the personal bias that you have. A personal bias is any type of thought, emotion or feeling that you have relating to another person. Biases can also affect hiring managers too. Someone who grew up as the child of a single mom may take a chance on someone who isn’t qualified for the job because she is a single mom, and someone who does not like tattoos may refuse to interview candidates with visible tattoos. Personality tests remove those personal biases because you only have the individual’s name and other basic information on your screen.
Promoting from Within
Personality tests are also helpful when hiring or promoting from within. Companies that promote from within have better loyalty among workers than companies that promote from outside do. When you skip over valuable candidates within your company to hire a recent college graduate, you essentially let your employees know that you do not care about them and that they have no chance for a future within your company. Giving personality tests to your existing workers helps you identify those who would do well in management positions. As you promote those workers, they will begin to feel more loyal about working with you.
Using Online Assessments for Hiring and Internal Testing
As highlighted through each of the key points above, performing and optimizing personality tests before hiring is one of the best ways to build a successful and long-term strategy for your business. While hiring is something that every growing business and brand will need to deal, it doesn’t mean the process needs to be messy and complicated. Through the use of our online assessments platform, it’s never been easier to create, manage and store data reports than ever before.
Testofy offers a number of online assessment options, such as building out your own custom personality tests that hiring managers and HR directors can use. Some of these tests are suitable for employees leaving your company, and other tests let you get feedback from your current workers. The top personality tests though are those suitable for potential candidates and job applicants. These tests help you identify the skills they have, reduce the time it takes to hire new workers and let you find the best people for your jobs.
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