Personality tests can cultivate an environment of compatible co-workers
Brilliant but difficult. Huge potential, huge attitude. Great ideas, but not a team player. These are some of the issues employers suffer from some of their brightest stars. But is there a way to hire the best and the brightest, while avoiding those with a briefcase full of baggage?
Many employers rely on personality tests to cultivate an environment of highly compatible co-workers. These tests generally assess a person’s emotional intelligence (EQ). This measure quantifies a person’s ability to perceive, adapt and regulate emotions. People who score high on an EQ test tend to stay calm under pressure, resolve conflict effectively, handle criticism better, listen more, admit and learn from their mistakes, empathize better with co-workers, lead by example and make more thoughtful business decisions.
One of the more popular indicators measured by personality tests is known as the “Big Five Model.” This program measures five personality characteristics directly linked to job performance:
- Emotionally stable
- Open to experience
Of course, personality tests can’t do the hiring for you. Some companies have relied too heavily on them and have been sued for discrimination. Psychometric testing for employee compatibility should simply be one tool used in the hiring process, much like a face-to-face interview or checking references.
Recognize, too, that you could screen out potentially great candidates for your business. For example, positive test scores tend to skew toward more mainstream personalities, so you may weed out highly creative “out-of-the-box” thinkers capable of imagining innovations that could take your business to a whole new level. Therefore, it’s worth taking the time to carefully consider if any of the more than 2,500 personality tests available will suit the needs of your business.
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