For decades, personality checks have been used by big corporations to evaluate employee candidates during their hiring process. But, more and more, I am viewing early-stage companies using these tests to help them in their hiring process. I am uncertain who is directing them in this direction, most likely the increased access to free online personality tests you can take, like this one. But, because they are there, doesn’t mean you should employ them. They are generally used as a crutch to help make decisions, of true management by hiring managers instead.

And, often times, the results learned all about current employees, do not result in actionable changes within an organization. Let’s dig deeper here. What is a Personality Test? I once required for this test, and my four-notice classification came back as an ENTJ. According to the Myers Briggs website, that would describe me as: “Frank, decisive, assume leadership readily. See illogical and inefficient procedures and insurance policies Quickly, develop and put into action comprehensive systems to resolve organizational problems.

Enjoy long-term planning and goal setting. Well informed Usually, well read, enjoy growing their knowledge and transferring it on to others. Forceful in showing their ideas.” I would say that is a fair summary. The problem is, easily read the other 15 classifications on that page, there are elements of each of them, that also apply to me.

Trying to label employees in pre-defined buckets is a good goal, but it isn’t really all that practical, as people behave differently in different scenarios and can live across categories. For instance, a good manager knows when to control with an “iron fist” or “kid’s gloves”, depending on each situation and employee involved. My Experience as an applicant? Several years ago, based on my personality test outcomes, a large company that was employing said my entrepreneurial skills were “off the charts” in comparison to their current employees (e.g., that they perceived as excessively willing to take risks). I didn’t get the work, despite a great personality to match the team and a perfect skill set for the work.

I couldn’t believe the corporation was actually making employing decisions predicated on personality type, instead of who experienced the best skills to complete the job and help the business strike its goals. My Experience as an Employer? I’ve never used personality tests in virtually any of my hiring decisions.

To me, as a good CEO, I’ve my finger on the pulse on the desired culture and needs of the business. WHAT EXACTLY ARE Personality Tests BEST FOR? Most hiring managers think personality tests are a good predictor of a candidate’s future job performance or fit within the business. I believe that is hogwash for the good reasons defined above.

But, these lab tests do have some useful applications. It gives managers the good sense to the differing varieties of their employees, which they may use that information in training or coaching the personnel, crafting a conducive work environment, and developing the united team. For instance, if you see a young employee with high leadership potential, you can hook them up to a fast track to being a future manager.

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Or, if one employee is a strong leader, set them with a person who needs command development, to help develop their skills. Just understand the results of the personality test are a data point simply. They ought not to drive decisions! You need to remain flexible in your hiring practices, understanding that there are going to be different employee types in the working office. Salespeople are going to be your extraverts typically, and your web developers will be your introverts, for example. So, it is near impossible to recruit yet types in a single organization.

And, even though you could, why can you? Different perspectives from different people can help the business to manage the business through a broader zoom lens. And, for goodness sakes, if you are going to make your current employees take the test, make sure the results become accountable actioned upon, otherwise you are never going to effectively lead to the organizational change you may be desiring.