January, 2019 - "Can Personality Tests Really Tell You If An Employee Will Succeed?" is the question which the Forbes Human Resources Council is asking.
Personality tests continue to be a popular tool, with many companies requiring their employees to fill out lengthy questionnaires. This is often an effort to better understand their workers so they can, in turn, better manage and communicate with them. But are the tests really a good indicator of how a candidate would perform in the organization? While some argue that personality tests are helpful, they may not be completely accurate: Because results are often publicly shared, employees may offer skewed answers to get a "better" personality type.
AETHOS New York Managing Director Keith Kefgen is saying: "Personality tests are inconsistent indicators of performance and intellectual ability. They introduce risks of legal defensibility when used in business settings. Competency and cognitive testing as well as case studies are empirically better ways of evaluating performance capability. Cultural fit is better assessed with structured interviews and in-depth reference checking."
Other advice given and opinions expressed by the members of the Forbes Human Resources Council include:
- You Need To Define Your Culture First
- Personality Tests Don't Tell All
- Organizations Need More Dynamic, Targeted Tools
- Personality Tests Are Only One Data Point
- Personality Tests Are A Useful Litmus Test
- Tests Are Biased And Decrease Diversity
- You Should Have Your Existing Employees Gauge A New Hire's Fit
- Assessments Provide Cues, Not Rules
- Candidates Might Tell You What They Think You Want To Hear
- Ask Follow-Up Questions To Get A Better Picture Of Candidates
- Tests Tell You Where Candidates Are Weak Or Strong In Your Culture
Most importantly, though, experts agreed: "Don't use personality tests as a deciding factor."
More in Forbes here.