Personality Testing - How Relevant is it, Really? - Recart
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Personality Testing – How Relevant is it, Really?

How do you determine how well a candidate will fit into your business?

Retention and engagement have always been tricky things to master, and some companies are turning to a variety of personality testing to improve longevity. The thought is that by doing this, you can predict the traits and values of a potential hire, which allow you to select the most complementary to the role and company.

A common tool that businesses opt for is the Myers-Briggs (MBTI) test; it breaks down personalities into 16 types, aiming to find candidates that match the company culture.

The Caliper Profile is also a popular choice. Statements are given and candidates are given options to select from – those that align with their viewpoints. It is intended to predict the behaviours and values of candidates.

While every screening method will have its flaws, the issue with personality tests is that if anyone has ever taken one of these tests more than once they’ll have likely received two different results.

The answers are also highly dependent on context; while you may be more introverted at home it isn’t a direct translation to how you will be in the workplace. Similarly, while you may have picked a certain viewpoint, this can change drastically depending on the specific situation.

In terms of its use by HR and hiring managers to screen candidates, has it just become a tool enforced to cover bases? It’s an easy way to cut down candidates, especially in cases of high volume. Is there not a fear of losing candidates that could add real value to your business just because they were feeling a little bit more introverted on the day of the test? It’s also questionable if it’s used as a crutch for recruiters that claim to get the right personality for businesses, without the time and effort that it would typically take to build a profile.

One of the most important ways to find candidates that align with your values is by identifying them in the first place. It’s easy to churn out words like ‘customer focused’, ‘value-driven’ and ‘forward-thinking’ while not actually understand what these mean to you in context. WHY do you do what you do?

Once you determine these, it’s important to collaborate with a consultancy that understands and respects these core values. They should screen candidates by having conversations based on them, and reflect this in the services that they are providing to you.

Personality tests, ironically, lack personality. Recruitment consultants build relationships and have the capability to give insight into candidate personalities that you never would have had access to in the first place.

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