The cost of making a bad hire can be significant for an organization from the time it takes to find the right candidate to the cost of training them. If this person isn’t the right ‘fit’, your cost on filling that position only continues to grow.
Whether you are looking to hire the right employees for your organization or help your current employees be successful, gaining insight through employee personality tests offer great assistance. On average today, around 60-70% of all U.S. employers use personality tests in their hiring process (Forbes). However how do you know which tools are the right tools?
- Some tools may lead to common hiring errors such as poor job fit, sub-standard job performance and productivity, and misguided career decisions.
- Use may result in missing potential high-quality hires.
- It has potential legal risk if hiring or promotion/demotion decisions have to be justified on a group or individual level.
When making a decision on which tool to use, it is important to understand how personality tests should and should not be used in decisions like candidate screening and selection, and employee training and development. Our resident psychologist, Stephen Race, MSc Occupational Psychology, has compiled a review of two different personality evaluation techniques and provided insight into which options make the most sense for your hiring and training needs.