Can Personality Tests Help Provide Better Fit for Organizations and Candidates?

Jul 1, 2022 | Woodstock, Portfolio, work

Halfway into 2022, the phenomenon known as The Great Resignation continues. Increased wages and job fulfillment are two of the driving forces behind the movement that’s causing significant shifts in the labor market, particularly for Millennials and Gen Z. These shifts have caused hiring teams to re-evaluate hiring practices that allow them to find the right candidate who will not only check the boxes in job descriptions but who can also align with their organization’s values and culture.

Some organizations aren’t thoroughly convinced about whether personality tests are helpful in hiring. But if you incorporate personality tests into your hiring process as a tool to accompany your overall hiring practices, they can provide insights into who the candidate is as a person and how they operate at work

A quick tip for candidates looking for a great fit: Don’t wait for a job application to use personality tests to your advantage! Taking them on your own can help you better understand others, identify your likes and dislikes at work, and offer insights into your strengths and weaknesses, thinking styles, and leadership ability.

There are dozens of tests out there, and it can be challenging to know which one will provide the most valuable insights. Here are a few personal favorites that I’ve taken or used to find talent for my own teams. 

Myers Briggs: Arguably one of the most popular tests used to determine a job seeker’s personality, this test groups the findings into one of two tendencies in the following categories: “Extraversion vs. Introversion,” “Intuition vs. Sensing,” “Thinking vs. Feeling,” and “Judging vs. Perceiving.” 

DisC Profile: Companies use the DisC profile to learn more about a potential candidate’s professional behavior style and ability to work as part of a team. The four primary factors are as follows: “Dominant (D),” “Influential (I),” “Steady (S),” and “Compliant (C).” Results for the DisC profile include fears, values, and tendencies for each type. 

Five Voices: An assessment designed to help individuals discover their leadership voice and be empowered to use it effectively. The Five Voices can help transform teams and entire organizations when members operate within their own voice and learn to appreciate the voices of others on the team. 

CliftonStrengths: Formerly known as StrengthsFinder, this assessment outlines an individual’s top talents with a detailed report featuring definitions of each of those talents that are specific to you. This assessment focuses on your greatest opportunities for development and success rather than weaknesses.

This article was originally featured in the July 2022 issue of Townelaker , Around Woodstock and Around Canton magazines. Find it online or wherever hard copies are available.


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