Personality testing can be very useful for small businesses, where the impact of hiring the wrong worker has a disproportionate effect.
Personality tests – also known as behavioral assessments and predictive tests — have come a long way since “Miracle on 34th Street.” That’s the film where a nice old man who maintains he’s Santa Claus is fired from Macy’s after flunking a dubious applicant quiz given by a self-styled shrink.
Good tests today are about more than qualifying a candidate for a slot, says Dr. Todd Harris, director of research at PI, Wellesley Hills, Massachusetts, which has furnished testing to organizations of all sizes around the globe since 1955.
“At PI, we call it ‘seeking a multi-level match,'” says Harris. “By that, we mean you’re not just hiring someone for a job; the person needs to fit in other ways. There’s the job, there’s the fit between the individual and supervisor, there’s the company culture, and finally, there’s the surrounding community.”
But to choose the right tool and maximize its benefits, employers often must begin by broadening how they think of the process. Here are seven things to consider when deciding to use or not use personality tests.
1. Great executives aren’t great at hiring.
Read this Inc. Magazine Article
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