How to Pick the Right Personality Assessment for Your Organization?
Effective recruitment is not just about interviews and CVs; you must find the right fit for your organization. One of the most popular instruments available today is the personality assessment. It is the diagnostic tool that gives you A to Z reports on the character traits of a candidate’s personality, preferences, and compatibility with your organizational culture.
However, while there are numerous personality assessments you can choose from, selecting the most appropriate one is a considerable challenge. In the article below, we provide you with the guidelines on how to choose a suitable personality assessment that would be appropriate for your organization. You will also build an understanding of how you can use the results of these assessments to better the performance and morale of your team.
What Does Personality Assessment Mean When It Comes To Businesses?
A personality assessment is a procedural mechanism that aims to assess various patterns of behavior as well as beliefs about an individual’s personality. In the business context, these assessments may explore interpersonal skills, motives, communication styles, and behaviors that characterize how employees interact, work together, and fit into the organizational ethos.
This information is relevant for business leaders or executives who need to improve their organizational culture and, more specifically, team members’ relations with each other. For instance, when you know whether your team member is more introverted or extroverted, it can help you better assign that person a suitable role in the team.
As around 30% of candidates often don’t possess the right soft skills, these assessments play a valuable role in sorting out qualified applicants. This streamlines your employee hiring and team-building processes.
Select the Correct Personality Assessment: A Detailed Guide
You will encounter several renowned assessments while exploring options, including the Myers-Briggs Type Indicator (MBTI), the Big Five Personality Test, The Birkman Method, the Predictive Index and more. Note that the process of choosing the right personality assessment is crucial, and you must not miss to consider some important points and essential steps:
1. Define Your Objectives
When you explore through different forms of assessment, define the goals you are eager to accomplish. Do you need to foster collaboration, promote leadership, or optimize employee recruitment? By doing so, you can identify the assessments that suit your organizational aim.
2. Evaluate Validity and Reliability
The higher the reliability and validity, the better the assessment. Validity addresses the issue of whether a test is actually assessing what is intended to be measured, and reliability addresses the level of stability and dependability on the chosen test results. Hence, choose such assessment methods that have been developed through rigorous research on the nature of personality traits you seek for job roles.
3. Consider the Right Format of the Assessment
Personality assessments may include self-report questionnaires or observation checklists, among others. Think of which format is most suitable for your team. For instance, some individuals may be comfortable with online assessments that they can complete at their own pace. In contrast, others may need a guiding human being, like a facilitator, to go through those assessments.
4. Evaluate User-Friendliness
Another characteristic that fosters employee participation in the personality tests is the availability of an easy-to-navigate interface. If your employees feel the assessment is overwhelming or they do not understand it, chances are they will not participate. Therefore, you must choose assessment providers that offer clear-cut, easily understandable interfaces and easy-to-follow guidelines.
HR outsourcing services like Guide to HR offer the best personality assessment tools, including the Predictive Index, along with needed guidance.
5. Focus on Multi-Purpose Use
The multifunctional use of your chosen personality assessment may be valuable to various areas of your organization. For instance, MBTI analyses various categories of an employee’s personality and further divides the category into around 16 different types. This way, you can use the insights to find employees with needed combinations of personality traits. You can use the results for purposes such as training, team formation, and performance improvement.
6. Review and Compare Options
Review various personality assessments that are available for organizational use. Consider the following parameters: the cost of the method, how detailed the results are, and how the conclusions may be applicable in actual situations. As much as possible, try to contact other organizations that have applied specific assessments to know their feedback and experience.
7. Ensure Cultural Fit
Last but not least, it is crucial that the selected personality assessment fits your organization’s people and culture strategy. Ensure to establish an environment where your team members appreciate the different traits and behaviors of their colleagues. A matching assessment of your organization’s culture gives results that are much more actionable. 90% of employers clearly state that employees who are well-aligned with the organizational culture are important to ensure a satisfactory workflow.
Advantages of Personality Tests
Integrating personality assessments in your organization can yield numerous benefits:
1. Streamlined Hiring Process
Self-scored personality questionnaires can go a long way in helping to shorten the time taken in the recruitment process. The employer can quickly sift through various applicants and pick out ones who would best fit the personalities required for the job role. Moreover, about 45% of employees say it is easier to progress in their careers if an organization hires them after personality tests.
2. Enhanced Self-Awareness
These assessments increase organizational awareness and employee effectiveness as an individual discovers strengths and weaknesses as well as preferred work preferences. Personality tests increase your employee’s self-awareness, which helps them take accountability for their progress in work.
3. Improved Team Dynamics
This knowledge of personality differences within a team enhances teamwork and prevents conflicts. This helps you place the right members in the group projects who have skills that can complement the teamwork.
4. Higher Employee Participation and Preservation
Employees who feel valued are more satisfied with their jobs and are more engaged in the workplace. Moreover, you can create training and development programs specifically to fit the requirements of an employee. Offering development/transformation for the self and career, according to the tests and assessments’ outcomes, also extends the retention of the personnel.
Boost Your Organization’s Efficiency With Personality Assessments
Selecting the most suitable personality assessment for an organization is complex but crucial to enhancing cooperation at the workplace. Ensure assessments are valid and reliable and the solutions are user-friendly and culturally relevant to make the proper selection for your organization.
If you are seeking expert assistance in employee performance management services, consider referring to the reliable HR outsourced services that offer highly credible assessments and other relevant solutions. They can help you implement practical personality assessments and develop a harmonious organizational culture.
FAQs
1. How long does a personality assessment typically take?
Most online personality assessments can take anywhere from 15 to 40 minutes, depending on the depth of the assessment and the number of questions involved.
2. Are there specific personality assessments that are recommended for certain industries?
Some personality assessments are tailored to specific industries; however, many are applicable across industries. It’s crucial to evaluate assessments based on your unique organizational needs and culture.
3. Is it essential to share assessment results with employees?
Absolutely. Sharing results can foster a culture of openness and help employees better understand themselves and their colleagues, enhancing teamwork and collaboration.
