A recent retention survey by the US Department of Justice found that small agencies took an average of 6.8 weeks to complete candidate selection processes for a new position, while large agencies took approximately 11 weeks. , 5 weeks to finalize the selection of candidates. In addition to the costs associated with job openings and finding the human resource resources necessary to recruit and select candidates effectively, the cost associated with hiring the wrong person is perhaps the most resource-intensive in an organization. Unlike other unavoidable costs, the cost of hiring the wrong candidate can result in a waste of time, money, and human resources.
There are now highly sophisticated systems available to HR managers who want to make sure they hire the right person the first time. One of these solutions is the personality assessment tests; Scientifically calibrated tests that map an individual’s behavioral tendencies and motivations, critical information for understanding whether a candidate will perform well in a certain job. These personality tests are based on the principle that each job has an ideal set of characteristics that are needed for a person to be successful in that position. A job behavior analysis aims to define what those ideal high-performance characteristics are, and the equivalent personality test identifies whether potential employees will be able to consistently display those behaviors.
For example, suppose there is a new position available in the sales and marketing department of a certain company. Using a job analysis tool, the HR manager of this company has defined that this specific job will require a person who shows a degree of assertiveness and creative thinking above average. The hiring manager then selects three applicants by having each complete personality assessment tests. After analyzing the results (and completing the appropriate interview and reference checks), the hiring manager hires the second candidate for the position as the results of his personality test more closely match the level of assertiveness and skills of creative thinking required in the position. Through the evaluation, the hiring manager also learned that the other candidates would have a difficult time displaying the required assertive behaviors consistently and was able to verify this in the reference check. Candidate number two was the best person for this job, and because his personality profile matched the job profile, this hiring manager was clear on whom to hire.
Personality tests help managers build high-performing organizations by supporting crucial processes such as:
Recruitment and Evaluation: Job analysis tools help managers clearly define the personality type and behaviors that are required of a successful candidate. This makes recruiting easier and candidate assessment more accurate, because ideal candidate behaviors have already been mapped out, personality test results should only be compared to this original analysis.
Selection and retention: Personality tests also make it easy to select the right candidate as managers only need to compare the candidate’s test result to the ideal job analysis. Once the ideal candidate has been selected, the manager will also have valuable information about the person’s motivations, making it easier to keep this employee within the organization.