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The popularity of personality tests is growing among HR professionals. However, there are still some misconceptions regarding what personality tests can be and how they should work.
There are many types to pre-employment test. This eBook will address five major types: aptitude, personality and emotional intelligence.
Figure 1 shows that aptitude tests are four times more predictive of job performance than job interviews.
The popularity of personality tests is growing among HR professionals. However, there are still some misconceptions regarding what personality tests can be and how they should work.
Personality tests will answer the question, "Will the candidate be comfortable in this situation?" What behavioral traits are necessary to be successful in this position? Personality tests don't have an answer. These tests evaluate the degree to which people exhibit relatively long-lasting behavioral traits. These traits can be used to help employers determine if candidates will fit the company's culture and job requirements.
Research has shown cognitive aptitude tests are much better at predicting job performances than other common hiring criteria. Aptitude testing is twice as predictive for job interviews, three to four times more predictive for experience and four to five times more predictive than education level.
There are many personality traits that can be measured, but the most common one is the "Big Five" or the "Five Factor Model. These five dimensions are the most consistent ones in empirical research. The idea of personality "traits", which is now quite widely accepted, is replacing an older paradigm about personality "types" that was created by Carl Jung. It based on a view regarding personality that categorised people as either introverts or extraverts, thinkers or feelers, Type B or Type A. The traits model is becoming more accepted in personality research due to growing evidence that does not adequately reflect the subtleties of human personality.
Aptitude tests measure critical reasoning, problem solving, and ability to learn, digest, apply, and evaluate new information. Cognitive aptitude tests aim to measure applicants' intelligence or brainpower. According to a study, 70% of employers were looking for problem-solving skills and 63% wanted analytical skills. These abilities can be hard to judge if only you look at your resumes or interview. Aptitude tests can help. Aptitude tests may be used in virtually any occupational setting but they are especially useful for high-level and mid-level jobs. Aptitude tests assess the key abilities required to perform in a wide range of jobs. This makes them the most reliable predictors of job performance.