Some companies prefer to use personality tests as a way to measure compatibility with a company or position. If you are a hiring manager, here are some of the top three options available and most used for hiring decisions:
The Caliper Profile measures personality traits as related to key skills and characteristics needed for a job. The test has been around for more than 50 years, and so is a well-known option for personality tests. The test can take as long as two hours to complete, and measures both the positive and negative traits of a candidate to give a complete picture of the person being tested.
This book associated with the test, “StrengthsFinder 2.0” by Tom Rath has been a continuous best seller in the business book category. This test, as its name implies, focuses primarily on finding the primary strengths rather than on fixing the shortcomings of those taking the test. Focusing on strengths, the developers argue, enables people to develop confidence and hope that propels them forward. The test narrows down to the top five of 34 strengths, and employers who use this test include Facebook and Harley Davidson.
16 Personality Factor Questionnaire (16PF)
Written by Raymond B. Cattell, Maurice Tatsuoka and Herbert Eber, the test can be taken easily in 10 minutes and focuses on 16 primary traits. The test uses a statistical method called factor analysis and a public domain scale to factor where each individual is on the range of characteristics.
Depending on your company’s hiring needs, you can determine out how detailed a personality test you need to conduct. Take the time as a hiring manager to determine how important a specific set of character traits are to the role you are hiring for. For example, some of the best salespeople are not just the “gregarious” “social” type, but are those who are a keen to understanding other’s needs. There are hundreds of personality tests available to employers, so be sure to research your options before choosing the best fit.