Optimize Your Staffing Decisions by using In-depth Work style & Personality Assessment Tools – Part 2

 In Recruitment Strategies (TA)

Optimize Your Staffing Decisions by using In-depth Work-style & Personality Assessment Tools – Part 2As was mentioned in part one of this article, the wrong hiring decision can cost your company well over two to three times the individual’s salary according to Barry Deutsch, Impact Hiring Solutions. This figure may be a conservative estimate because of factors like training, evaluation, termination, re-initiating the hiring process, and lost opportunity costs. There is also an emotional factor involved in a bad hire situation. Not only can it cause stress and anxiety for both management and employees, but it also takes away focus from your company’s primary goals. Essentially, a bad hire can have a negative impact on your company’s bottom line and that won’t benefit you or your workforce.

These circumstances can be minimized during the initial hiring process by using several techniques including effective recruitment programs, skilled interviewing and in-depth work-style and personality assessment tests. A personality assessment is a highly effective tool and an efficient use of company resources at this crucial point of the decision making process.

Which Personality Assessment Tool Should My Organization Use?

The following are some things to think about when reviewing various work style & personality profiles:

  1. Training or degrees required for interpretation of the data. Weekend training programs can be problematic since testing and human behavior is a very complex subject. When making hiring or internal decisions, organizations need as much information and understanding as possible as the consequences can be very costly
  2. A copy of the resume should be supplied to the testing company to review when discussing the assessment results. We suggest to make sure that they require this as part of the process so it is used when reviewing the assessment
  3. Scale for “Impression Management” to understanding accuracy of results and if someone is trying to ‘fake good’. The questionnaire needs at a minimum of 164 questions to gather enough data for this scale
  4. Common warning signs: When a representative uses absolute statements when describing human behavior, like ‘People are all the same’ or ‘People don’t change.’ This will convey what their level of understanding of the human personality is. Or when someone claims that their profile is 98 or 99% accurate, which rarely can be clinically supported. If you hear this, ask how the data was collected
  5. Career Matching: Some organizations claim to know what the perfect “sales person” or “secretary” is from a personality perspective. Ask how many careersand occupations have been studied; is the data base validated by outside organizations or only by “applied in-house studies”. “Ideal” is very difficult to define due to the variance of geography, job history and education. What is most important is if the individual has a similar thought pattern that meets the criteria within the job description
  6. Number of clinical studies conducted by major universities and there should be multiple studies for validation purposes
  7. How long has the profile been used – what is the history
  8. How often is the normative database updated and where is the data coming from. (For example, U.S. Census 1990, 2000
  9. Cultural bias – is it built into the profile and for which countries
  10. Does the profile meet U.S. government employment standards? Has it been reviewed for ADA compliance & gender, culture & racial bias
  11. Reading level required (5th grade English, etc)
  12. Number of profiles administered
  13. Number of actual primary scales as defined by the “Big 5” testing standards. Many tests will claim to have more scales than they actually have – this can lead to misrepresentation of data
  14. Does the data provide the depth necessary, to understand how an individual is wired inside
  15. Validity, reliability and basis.

These are some general questions and if a profile falls short in any one area, we strongly suggest additional research into the accuracy of the data being generated.

Conclusion

A personality assessment is only one component needed for a successful recruitment and hiring program. It can provide valuable information for critical personnel decisions. Combined with an effective recruitment program and skilled interview techniques, it can benefit your company as a whole, in addition to your individual employees. Armed with accurate and quantifiable data from an in-depth personality assessment, the interview process becomes much more reliable. Ultimately, this only adds to your organization’s bottom line, allowing more effective management of your existing workforce and limiting the potential for wrong hiring decisions. For more information, please visit our website, www.lighthouseconsulting.com to sign up for our Open Line webinars and monthly articles.

Dana Borowka, MA, CEO of Lighthouse Consulting Services, LLC has over 25 years experience in the area of business consulting and helping organizations both nationally and internationally in raising the hiring bar through using in-depth work style assessments. Lighthouse Consulting Services, LLC provides a variety of services, including in-depth work style assessments for new hires & staff development, team building, interpersonal & communication training, career guidance & transition, conflict management, workshops, and executive & employee coaching. To order the book, “Cracking the Personality Code” please go to www.crackingthepersonalitycode.com.

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