Should You Use Personality Tests In Your Hiring Process?
Learn what you need to focus on (and what doesn’t matter) when using personality assessment tools in business.
One of the trickiest aspects of hiring the right candidate for a position in your business is ensuring the person fits in well with your team and the challenges or responsibilities the position entails.
Many business owners, when facing this predicament, find themselves turning to personality tests and similar tools to “guarantee” the right choice. Of course, self awareness is a valuable trait, and it’s true that many of us are not as tuned into our nuances as we believe. There’s a lot of value in having a closer look at your candidates and making as informed a decision as possible.
The main criticism many personality tests receive is their longevity: As humans in a constant state of change, what today seems like a defining characteristic may be a thing of the past in a few years.
Unlike many online options, tests like the Kolbe assessment and Gallup’s StrengthsFinder have been standard for many years and research shows their effectiveness: In the case of Kolbe, research has shown that participants’ results hold true even after up to 25 years–meaning that key traits remain invariable in this time.
How To Use Your Personality Test Findings For The Hiring Process
When you use personality tests for hiring, you can discover many of your candidates’ facets they may not even be aware of themselves. You can find their true strengths (which may differ from their perceived strengths), dive deeper into how their skills connect (and how to best leverage them) and go way past their knowledge to how their mind works under different scenarios.
Kolbe A Assessment
There are two elements to the Kolbe A assessment: Four different modes (traits) and a scale of 1 to 9 to indicate each of the modes’ prevalence.
The four different traits, Fact Finder, Follow Through, Quickstart and Implementor, are the four different modes, and its results measure your instincts, how you act and why you do. And the scale of 1 to 9, where 1 is the lowest and 9 the highest, determines how prevalent each trait is in an individual.
A closer look at Kolbe’s four modes:
Fact Finder: The first element in Kolbe assessments refers to how an individual gathers information before taking action. Think, are you likely to read the full recipe before jumping in or will you crack open the book and get going?
Follow Thru: The second element refers to how the individual takes action. Is there a system in place? Will you hit the pedal to the metal ASAP? A lower Follow Thru scale points to a more adaptive, think-on-their-feet type of person, while a higher score is indicative of someone who’s more deliberate, will likely document the process, and act thoroughly.
Quickstart: This mode speaks of how well a person reacts to uncertainty and how it affects their willingness to take action. Are you a risk-taker or someone who likes to act once they’re aware of the possible outcome? This is what the Quickstart mode reflects. A higher score here indicates a risk taker, someone whose approach is closer to, “What’s the worse that can happen?”
Implementor: Perhaps the hardest to wrap your head around (depending on your score ;)), the Implementor mode reflects how you interact with your physical space. Do you need a tangible, concrete representation to understand an action/outcome scenario? Then you’ll likely score higher here. Lower Implementor scores point to someone who’s more comfortable with abstract ideas and concepts than their counterpart.
The CliftonStrengths (previously known as StrengthsFinder)
The CliftonStrengths or StrengthsFinder Assessment is a personal development tool developed by Gallup Education. This tool was developed to explore an individual’s top 5 “strengths” within 4 domains and 34 sub-domains.
The CliftonStrengths’ 4 domains are:
Strategic Thinking: Those with dominant Strategic Thinking skills are often the visionaries, the problem-solving thinkers, the ones who can figure out how things could be and the steps it takes to get there. Strategic Thinking sub-domains include Ideation, Analytical skills, and Intellection.
Relationship Building: A strong Relationship Builder is likely the glue that will hold your team together. These are people with interpersonal skills, emotional intelligence, and a strong sense of interconnectedness. Some of the subdomains in this domain include Adaptability, Empathy, and Harmony.
Influencing: This domain speaks of strong leadership and advocacy abilities. Someone with a tendency to Influencing strengths is more outspoken, confident, and yes, influencing within their circle. Some of the subdomains include Communication, Self-Assurance, and Command.
Executing: This domain refers to your (or your team members’) likelihood of getting things done. Strong or predominant sub-domains within this domain refer to a highly determined individual. Some of the sub-domains include Belief, Consistency, and Discipline.
Using Personality Tests In Your Hiring Process Gives You Insight Into The Strengths Of Your Candidates And Helps You Better Support Your Team
Taken with a grain of salt, personality tests can aid your decision and help you feel confident in your pursuit. They also give you the opportunity to bring in a diverse team with unique approaches and mindsets.
A personality test gives you a clearer understanding of your team’s personalities, helps you ensure that everyone on your team complements each other’s strengths and there are no gaps when it comes to getting the work done.
You’re also better equipped to give everyone a nurturing environment to help them thrive within their strengths and improve their weaknesses as they grow within your organization, making the hire a long term success.
How are you leveraging your team’s strengths?
Kiva Slade is the CEO and Founder of The 516 Collaborative.
She is a Certified Online Business Manager® who partners with mid 6-7 figure business owners serving as their confidante, voice of reason and manager of all things operations, teams, and projects.
Kiva holds a Master's degree in Public Administration and has operated her own jewelry business. Her 20 years of experience run the gamut from Legislative Director for a member of Congress to chief encouragement officer for her teenage children.
In her free time, you can find her indulging in gluten free desserts, playing in the dirt in her garden, or with a good book.