How to use personality assessment in recruitment
Personality assessments are becoming more and more widespread in recruitment. When used correctly, they can assist and improve hiring decisions. Yet when used incorrectly, they may lead to risky decisions.
As of such, learning some tips on the use of these assessments will prevent errors and enable you to get the best return on investment.
This ebook supports you in your recruitment drive, providing you with practical advice on how to improve your use of personality assessments, from needs identification to the onboarding of new hires.
You will find in this guide:
- Why it is important to assess the personality in the workplace.
- The 5 key steps to properly use a personality assessment in recruitment.
- How to choose the right tools for your evaluations.
Why use a personality test in recruitment?
Recruitment is the most significant investment in human resources (50 K€ on average for a permanent position). Yet, nearly 50% of recruitments fail within the first 18 months, according to Leadership IQ.
In 89% of cases, these failures are due to inadequate behaviours: incompatibility with the team, lack of interest, or motivation. Only 11% are related to a lack of technical skills.
To mitigate these risks, it is crucial to understand an individual's behaviour: their way of working, interacting, handling pressure, and making decisions. Personality analysis is essential for predicting a candidate's adaptation and performance.
About Central Test
Central Test is an expert publisher in the predictive assessment of potentials.
Our philosophy, values, and expertise revolve around individuals, their potentials, and the synergy between people
Since 2002, we have been providing companies and HR professionals with comprehensive assessment solutions to facilitate recruitment, career management and talent development decisions.
The solutions and services offered by Central Test are adapted to every type of profile, challenge, organisation and sector of activity.
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