Personality tests are a big hit amongst company recruiters. “Almost 80% of midsize to large
companies use personality tests for entry and mid-level positions.” There are many different types of
tests for different types of positions. They can help assess potential candidates that have the
necessary characteristics to stand out from the rest. Especially useful, for example, is in the
customer service department, where tests like Emotional Intelligence (E.I) and the “Big Five
Factor” personality model can identify people who have the skills and patience to solve customer
related problems. It's no wonder as to why these tests are so popular.
The use of these tests has been gradually increasing amongst different companies over the
past few years. The Big Five Factor model is one the most heavily used personality assessment tests
in organizations. This test outlines five different personality traits (Openness to Experience,
conscientiousness, extroversion, agreeableness and emotional stability/neuroticism), and
individuals are placed into different categories depending on the score they get for each trait. They
seem to be an effective way in calculating employees strengths and weaknesses, and then placing
them into the appropriate job sector. Since this method of assessment is so popular, a lot of research
was given into this test. Research has concluded that “ Relations between personality measures and
job performance criteria are substantially more likely to be found when a confirmatory research
strategy is used” However, with a more statistical approach, “it was concluded that the relationship
between the Big Five personality test scores and overall job performance are close to zero.” Despite
the results, HR recruiters still use this test as one of the key indicators in assessing employees.
In order to find...