Should Personality Assessments Be Used In Hiring?


To hire a qualified individual for a specific post, companies must start innovating how they screen, appraise and choose prospects. Personality has been shown to be a reliable predictor of job performance in studies. Recruiters can identify whether candidates will be top achievers and fit into the company’s culture by looking at their workplace behavior patterns.

It’s no longer enough to have a well-prepared resume and appear confident in a face-to-face interview to land a job. The hefty expenses of bad hiring, as well as high turnover rates, have made it evident that businesses must hire better individuals. Hence, assessing candidates based on their CV is not the best method to proceed with the selection process. There’s more to a candidate than their degree and experience, and hard skills and previous experiences are becoming less valuable by the day. To make the best recruiting decisions today, you must be able to foresee future success. Psychological preferences, temperaments, and predispositions form one’s personality. While many things impact our habits, behaviours, and attitudes (including social and cultural forces), personality is a crucial factor. Therefore, it’s not unexpected that some personality assessments tests can accurately predict job performance.

Why Opt For Personality Assessments In Recruitment?

A personality assessment outperforms traditional data collection techniques by providing recruiters with objective insights that dramatically increase candidate selection. For example, personality assessments are based on the scientifically proven “Big Five” theoretical model. They provide insightful information about how candidates’ personalities will impact their workplace behaviour, allowing recruiters to understand how candidates interact with others, approach and solve problems, and manage their emotions.

The list of benefits is never-ending and also includes:

  • Using personality or behavioral assessments to screen applicants early on enhances the selection process tremendously. 
  • The personality evaluation, when paired with other forms of assessments such as motivation and cognitive ability and structured interviews, provides important insights to improve the selection process and guide recruiters’ decisions. 
  • Applying it from the start of the process, rather than at the finish, aids in weeding out individuals who aren’t a suitable fit. 
  • Recruiters will be able to focus just on the most promising profiles throughout the selection process, making it easier to find and hire the best talent at the end.

Companies must retain employees and limit turnover just as much as hiring the best applicant. With personality assessments, you can screen candidates for aptitude and personality more efficiently and determine whether a prospect is likely to stay in the post and fit in with the business culture. Many aspects might be examined when determining whether or not an applicant is suitable for a role, including love for learning, overall ambition, ownership and initiative, empathy, communication skills, critical thinking abilities, collaboration skills, honesty, motivation, and curiosity. However, screening for these talents cannot be easy during a conventional face-to-face interview.

Personality assessments tests can help your recruitment process be more legally sound. But, of course, you must follow the same rules as any other hiring selection process (including resumes, interviews, and so on), which means that as long as the evaluation is job-related, it is perfectly legal to utilize. For these reasons, it is advocated for the use of personality tests to assess individual personality during the recruitment process so that recruiters can better understand how a candidate’s personality influences job satisfaction and performance and thus find the best candidate for a specific job.

Implement profiling tools by Discover Assessments, the world’s first gamified assessment provider, to analyze applications and employ the best people in the business. You may improve your hiring process and overall productivity by using their data-driven insights. With a wide range of assessments solutions, they can help you expedite your recruitment process ten folds.

Related Article : Problem Solving Assessment – Everything You Need To Know

Erric Ravi
Erric Ravi
Erric Ravi is an entrepreneur, speaker & the founder of Storify News and Gurgaon Times of India He is the Co-Founder of The Storify News Times. Forbes calls him a top influencer of Chief Marketing Officers and the world’s top social marketing talent. Entrepreneur lists him among 50 online marketing influencers to watch. has him on the list of 20 digital marketing experts to follow on Twitter. Oanalytica named him #1 Global Content Marketing Influencer. BizHUMM ranks him as the world’s #1 business blogger.

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