8 Modern Personality Assessment Tools for Your Team

Recruiting Daily Advisor

Today’s recruiters, hiring managers, and Human Resources (HR) professionals know it’s not enough to hire people based only on the skills they have; these potential candidates also need personalities that align with the company culture and the nature of the work. HR professionals may depend on personality assessments for training and onboarding. Here is essential information about eight of the most commonly used personality measurements for both strategies.

Introducing anonymized screening: Encourage inclusivity


Our latest DEI feature, anonymized screening , focuses on the initial screening stages of the hiring process. Workable helps companies in 100+ countries create a more inclusive hiring practice with diverse candidate sourcing, anonymized screening and structured interviewing.


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4 Things To Look Out For When Using A Personality Assessment


What’s Wrong With Using A Personality Assessment? The great news is that use of a personality assessment in the hiring process is growing in adoption. But what’s not so great is how to determine which assessment to invest in to help build your company. There are some key elements that the test needs to have in order to screen for the right candidate and screen out the wrong ones. The test should assess for multiple types of intelligence.

Candidate screening process in IT recruitment – 11 tools for technical recruiters


After sourcing, candidate screening process in IT recruitment is the second most time-consuming stage. Weak in terms of their skills, personality, culture fit and so on. There are several different assessment and screening tools which help you get through your IT recruitment process smoother and these tools will save your time and money. Have a look at these screening tools and check them out. Technical screening process / programming skills testing.

You Hate Personality Tests, But Do They Work?

Staffing Talk

This is what personality testing is like. The use of personality assessments in the workplace is as divisive an issue as they come. This week I talked with a dozen or so staffing business bigwigs who have used personality assessments for hiring their own staff, candidates for clients, and sometimes both. Personality assessments are neither crystal ball mumbo-jumbo nor are they the end-all, be-all recruitment tool.

Why Your Recruiting Strategy Isn’t Working

Hiring Thing

You’ve posted the job ad with specific requirements, you’ve screened and pre-screened pages of resumes and candidates, and yet. Recruiter Advice Recruiter Education Recruiter Tips Recruiting Best Practices candidate candidate quality hiring interview scheduling interviews jobs ads personality assessments position potential candidates prospects recruiting game recruitment strategy right candidate talent transparency Wonderlic

My Personal Journey to ApplicantStack

ApplicantStack Applicant Tracking

Date Resume Received”, Date Email Sent, Phone Screen Date & Time, etc.). The candidate would then be contacted along with a list of dates & times for a phone screen. The phone screens consisted of a series of questions and answers that would need to be manually typed. If the candidate did not pass the phone screen, they were emailed letting them know we appreciated their time, but we were pursuing another candidate.

How to Use Myers Briggs for Successful Recruiting Practices

Recruiting Daily Advisor

Yesterday’s post covered how to use the Myers Briggs Type Indicator ® assessment for recruiting and developing leaders, and today’s post will highlight how you should use this tool for more general, successful recruiting practices. When recruiting new hires for your organization, have them take the Myers Briggs assessment before they’re interviewed; for example, a sales manager should have a personality that will help your organization increase its sales.

How to Use Myers Briggs for Recruiting and Developing Leaders

Recruiting Daily Advisor

The Myers Briggs Type Indicator ® personality test, as well as more intricate personality tests developed from its framework, has proven useful in recruiting and developing prominent organizational leaders, which is why around 80% of Fortune 100 companies rely on it. Before using the Myers Briggs personality assessments, understand each personality’s strengths and weaknesses in the workplace and where they fit in so that you’ll know what to do with the results.

Guest Blog – How To Hire For Cultural Fit At Scale


After completing your personal assessment of your company’s culture, augment your findings with a survey of the management team (and if possible, the whole company). The solution is to use technology in such a way that you can focus on evaluating the more “human” side of hiring – culture, personality, and values. Create a hiring process with built-in questions about values, behavior, and personality, and ensure hiring managers follow it.

Diversity Hiring: 6 Steps To Hiring More Diverse Candidates


Diversity hiring is hiring based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Tool 1: P re-hire assessment.

Considerations for Hiring Competencies

Recruiting Daily Advisor

Some examples of assessing competencies are through a structured interview guide or a personality assessment that has been validated to predict competency performance. Alternatively, if there is no competency model in place, that can leave the hiring process very unstructured and increases the risk of personal biases being introduced into selection decisions. Screening, Assessment, Interviewing Sourcing Assessing Skills candidates HR staffing

How to Use AI for High Volume Recruiting


Applicant screening: analyzing candidate profiles and determining their fit for a job opening. Personalized assessments/training: tailored solutions that adapt to each candidates’ skills and abilities. The job market is governed by one constant—change.

The State of HR: Trends and Change in 2019

ClearCompany Recruiting

Making it Personal. Companies are adding tools to their interview process to personalize communication and remain in constant contact. Employers are making themselves more approachable, personable, and focusing on making candidates feel like they’re not just one in a pile of resumes, that the company is interested in them for their individual strengths. The problem companies are facing now, is how to assess soft skills during the hiring process.

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The Place for Personality

The Staffing Stream

When the pandemic forced us to transition to a remote work world, it became clear that personality would have a strong influence on how well individuals handed the change. This is because aligning a provider with the right job has always taken personality into consideration.

Does Your ATS Software Integrate With Pre-Hire Assessments?

Newton Software

Studies have shown that résumés and job applications, which are the most used candidate screening tools, have very little predictability on whether or not a candidate will succeed in a given position. NEWTON + PRE-HIRE ASSESSMENTS. By combining ATS software with pre-hire assessments, recruiters can minimize the risk of employee turnover by 1) asking the right questions prior to hiring and 2) knowing the candidate’s ideal management style to keep them happy once they start.

Blind Hiring: A How-To Guide To Reduce Bias & Increase Diversity


The original blind hiring experiments were conducted by orchestras when musicians started auditioning behind a screen to hide their gender. Blind hiring technique #1: Blind candidate screening. Blind hiring at the screening stage starts by removing personal information from candidates’ profiles and resumes such as their names and photos. Blind candidate screening has the potential to be an important strategy for increasing workplace diversity.

Recruitment chatbots: Are they worth the investment yet?


They supplement FAQ pages, gather information from candidates and ask screening questions. Chatbots can automate necessary screening steps, giving human recruiters more time to focus on choosing the best candidates to fill open roles. Mid-pipeline, chatbots can facilitate interview scheduling and deliver knowledge and personality assessments. Are chatbots the next logical step in recruitment automation?

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Top Tools and Resources to Create Pre-Employment Assessments

Contract Recruiter

This means testing several different aspects of a candidate; their ethics, their personality, their skills, and so on. Determining how much and what kinds of tests are necessary is the first step towards developing a thorough, useful assessment process.

How To Use Pre-Employment Assessments to Make Better Hires

4 Corner Resources Staffing Blog

With so many job seekers in the market, hiring managers need all the help they can get screening and qualifying candidates. Pre-employment assessments are a valuable tool in a recruiter’s qualification process. Benefits of Using Candidate Assessments 1.

Everything You Need To Know About Virtual Team Building – Plus 10 Activities

4 Corner Resources Staffing Blog

If you’re ready to have a cohesive team without all the in-person activities, here’s everything you need to know about virtual team building. If you have the ability to do team building activities in-person, you may wonder if there’s really any benefit to doing them virtually.

#RedBranchWeekly: How a Hiring Strategy Can Vastly Improve Your Quality of Hires


A good hiring strategy lays out guidelines for screening, interviewing, and, hopefully, recruiting the best fit for your company. Maybe this means a special type of screening process, like a personality test: “Sales effectiveness isn’t something that you can identify immediately, but personality assessments help paint a picture of what an effective candidate might look like.”. A personality test might not seem like a good indicator of sales effectiveness.

4 Simple Ways to Optimize Your Recruiting Processes in 2018

Proactive Talent

Sometimes the fat is a two-hour personality assessment no one actually looks at, and other times a third round phone interview prior bringing the candidate onsite. This means paring down hours of screening, scheduling, and mass market communications. Current talent markets for all industries are becoming hotter, and it’s quickly becoming a candidate’s market if we’re not already there. Last quarters numbers don't lie. The unemployment rate for the U.S. was at 4.1%

5 Things CHROs Should Know About Artificial Intelligence


A major selling point for AI has long been how it can automate repetitive tasks — tasks such as filtering and screening candidates for an open vacancy. And because technology, rather than a person, is sorting through this data, you can weed out human biases in your hiring process.

The Multitasking Test: How to Find Superheroes

The Hire Talent

A person who shows a visible multitasking ability is one who can complete correctly two or more tasks at the same time. We Could Predict Multitasking by Assessing Personality and Mental Abilities. Abilities – Personality – Behavior – Multitasking: What is the Correlation?

The Role of Psychology in HR Recruiting

Recruiting Blogs

Skills and experience are easily identified from a resume and the initial screening process—determining one’s true behavior and work ethic is more difficult to assess through interviews. Implementing psychometric testing also helps hiring managers and company leaders determine which personalities are the most successful at their organizations. Personality Assessment. Personality assessments are the most common form of psychology in recruitment.

7 Types of Recruiting AI That Will Speed Up Your Hiring Process

Recruiting Daily Advisor

For recruiters and hiring managers, they can reach out to applicants immediately through the use of automated messages while providing a personalized experience. Personality Assessments. Conducting personality assessments as part of the screening process will help you determine whether the candidate is a good fit, how the candidate will perform in a particular role, and where the candidate may need to improve in the future.

Why Hiring ‘Warm Bodies’ Increases Employee Turnover


Screening/interviewing candidates. Better personality alignment should result in longer, more productive relationships. By making a customized, mobile personality assessment a part of your recruitment process, you can get to this invaluable information quickly, reliably, and in a way that generates a positive return on investment. That’s why the best assessment solutions are mobile-friendly and deliver high completion rates.

How companies use skills assessments


We analyzed how more than 4,000 companies use skills assessments, particularly employer and candidate preferences. The first step companies get rid of is phone screening. Nearly 70% of companies are using a skills assessment at the top of the hiring funnel. The companies most likely to use assessments at the bottom of the funnel are staffing firms. Over 80% of companies use a skills assessment that is uniquely tailored to their recruitments.

Testing Integrity in Candidates: Are You Doing It Right?

The Hire Talent

All companies and organizations want to hire competent employees that show impressive knowledge, skills, and charming personalities. ” At first glance, testing integrity is the right way of assessing a candidate’s work ethics, values, and other psychological traits.

New Marketplace Additions: December 2016


As an innovator in professional skills assessment technology since 2003, eSkill provides online testing for applicant screening and staff training to thousands of staffing firms and HR Departments worldwide.” First Advantage has the only single, automated, scalable, and configurable screening platform that works across all of our programs, no matter where your customers are in the world.

Are You Slowing Your Company Growth Down By Ignoring These Hiring Trends?

Spark Hire

Candidate skills screening tech. But it all goes to waste when the person turns out to be a bad fit. In our survey, 67 percent of companies said they used skills tests when screening. Fifty-six percent said they used personality assessments. This makes these two screens the most popular for rapidly-growing companies. These types of assessments identify the right characteristics in seconds, while it takes a human hours of interviewing.

How To Overcome Hiring Challenges In The Customer Service Industry

4 Corner Resources Staffing Blog

Customer Service Hiring Tip #1: Make culture fit a top priority when screening candidates. To break the cycle, consider culture fit as a top component in your screening and hiring process. Use tools like personality assessments to identify strong matches.

Should psychometric assessments be used for hiring?


For what it’s worth, psychometric assessments have been around since the early 20th century. that person’s salary. To complete the data set, one approach is to use psychometric assessments as part of the recruitment process. To gauge whether the candidate’s personality and cognitive abilities match the requirements of an open role. Things start to get a bit tricky because “psychometric test” and “personality test” are often used interchangeably.

Evaluating Sales Hires Without Meeting Them

The Staffing Stream

If there was a formula for making sure you hired the right person every time someone would be a billionaire because of it. From personality assessments to competency analysis to capturing predictive indicators of success there have certainly been some advancements here.

How to fix your candidate experience strategy


Amy continues in the same mindset, while shifting attention to using tech specifically for assessments. And then] moving into the assessment piece, is it relevant? Is it a personality assessment? Is there a danger of recruiting becoming less personalized due to technology, and impacting candidate experience? Amy starts with the importance of benchmarking at every step of the process, from phone screen to on-site interviews. This is why, on Jan.

Hiring Employees while Your Business is Working Remotely In 2020


There are various rounds of scrutinization that can be curated for filtering and assessing potential remote working applicants. The two main methods that aid the virtual screening and hiring process are – Application Tracking System (ATS). Hiring employees always requires in depth screening, verification, skill and personality assessment to test their suitability for the job. assess . screen.

How to Balance Virtual and In-Person Recruiting in a Post-Pandemic World

Linkedin Talent Blog

As you evaluate how to strike the right balance between virtual and in-person recruiting, here are some key insights that emerged from the conversation. For most roles, a mix of virtual and in-person tactics will help recruiters balance efficiencies with candidate experience.

The Roundup: Good News for Indeed and Bad News for Google

Social Talent

Using automated screening tools, language tests and personality assessments Interviewed has been helping recruiters conduct in-depth interviews since 2015. “We Indeed buys Interviewed. Working for SocialTalent it feels like I write as much about Indeed as I do my own employer. Indeed is the number one job site in the world and helps literally millions of people all over the world find jobs (Indeed operates in 60 countries and through 28 different languages).

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Best Interview Question Articles – June 2015 Roundup

Spark Hire

A skills test can work alongside your pre-screen interview questions a way to further your insight of a candidate. An example of a skills test to conduct during an interview may include coding tests for programmers, behavioral/personality assessments for customer success representatives or (our favorite) video interviews as a pre-screening tool. Plus, their experience will be a bit more personal and welcoming.