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How Company Recruiters Can Benefit From The Use Of Personality Tests

589 words - 3 pages

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...

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