Benefits of using personality ratings

A good personality assessment can help managers understand what interpersonal skills and behavioral interrogation questions should pay attention to during the interview.

Get an insight into the candidates: Employees and candidates have a wide range of skills, abilities and work styles. These differences are not always apparent in curriculum vitae or in an interview, so personality evaluations can provide another tool to understand what the candidate is offering and how they will be integrated into their work culture.

Development and Recognition Tools: Personality Assessments help you understand the values, motivations and preferences of your employees and help you know what they need from you as an employer to remain committed.

Enhance Culture: Personality test for employment can be used to enhance the organization’s culture by understanding the communication styles, leadership styles, learning styles, and the level of introvert or extroversion of each employee.

 

Cons of personality tests
Tests take time: testing and obtaining a professional’s results may take time, which can cause the loss of a candidate to another company.
Tests cost money: personality ratings can be expensive. Cost estimates range from $ 100 to $ 5,000 per candidate.
Rules and Regulations: The personality testing market is not governed by governmental regulations. Technically, anyone can design and administer the tests. To increase the probability of accurate interpretations and to avoid any unintentional discrimination, it is important to find a fair and consistent test and only use trained professionals to administer and evaluate evaluations.
Although personality assessments can help provide a deeper insight into a candidate’s motives, values ​​and work styles, they do not provide the final verdict on which candidate is right for the position. Personality assessments are not predictive tools. They simply provide the indicators for success.

Personality test advantages 
In general, proper personality adjustment is essential for good performance. However, it is important to keep in mind that personality assessments are not an independent tool. They should only be used in combination with other employee evaluation techniques, such as behavioural interviews and references to reflect all the features of a candidate. Some tests are better predictors than others, so it is important to investigate. All tests must be linked to work, in line with business needs and comply with all federal and state pre-employment test requirements.

Length
A disadvantage of objective personality goals can be the great length. Unlike tests that give a simple idea of ​​someone’s personality, an objective personality test such as MMPI-2 is used to determine predictions and treatment results for patients. The MMPI-2 has 567 articles, making it the most used personality inventory.

Cost and time
An advantage of personality goals is that they are relatively lucrative. They only use paper and can be marked by hand or machine. OPTs can also be completed in the patient’s program; this contrasts with projective tests, which must be administered by a professional through the use of equipment. OPTs can be taken home with the customer and returned later.

Objectivity
Objective personality tests are obviously objective. Questions and answers are usually in a true or false format. This makes it easy to qualify and evaluate data and eliminate any anomalies of the recorder. Although this is a big advantage, scorekeepers should be vigilant in corrective scoring procedures, as incorrect score can lead to error diagnosis.