Personality testing has been around for years. Some of the better-known developmental tests are the Myers-Briggs Type Indicator and DiSC personality test, but there are hundreds of other proprietary personality tests in the marketplace.
“People are just very different and personality tests are all about capturing, in a systematic way, the ways that they’re different,” says Dr. Robert Hogan, president of Hogan Assessments Systems, a Tulsa, Okla.-based testing firm that works with Fortune 500 companies.
Professional opinions differ when it comes to using personality testing in pre-hire situations.
Myers-Briggs states on its website that the test should not be used in hiring practices. Likewise, experts also warn that DiSC should only be used as a developmental tool after the hire is made. Other proprietary tests, however, are intended for use in pre-hiring situations.
Still, experts don’t always see eye-to-eye on whether or not personality testing should be used in the process of hiring. Experts do agree that if a business uses personality testing to hire, it should use that tool in conjunction with other assessment tools.
“Personality testing is one tool in the toolbox. When you look at assessments in general, personality (testing) is a component and tool people use that often sits alongside other assessments,” Ungemah says.
When personality testing is used in conjunction with other assessment tools, such as cognitive ability tests or business simulation, you can get up to 40% predictability of whether someone is going to thrive in a workplace, he notes.
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