{"id":47166,"date":"2023-10-31T09:14:36","date_gmt":"2023-10-31T09:14:36","guid":{"rendered":"https:\/\/toggl.com\/blog\/?p=47166"},"modified":"2026-02-13T13:26:09","modified_gmt":"2026-02-13T13:26:09","slug":"personality-tests-for-hiring","status":"publish","type":"post","link":"https:\/\/toggl.com\/blog\/personality-tests-for-hiring","title":{"rendered":"How to Use Personality Tests for Hiring (The Right Way)&nbsp;"},"content":{"rendered":"\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">When it comes to using personality tests, there are two schools of thought. Either you\u2019re in the camp who believes they\u2019re a waste of time, or you think they\u2019re a great way to evaluate soft skills, cultural fit, and work style.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">The right answer is in the middle. <br><br>When done right, a pre-employment personality test can identify people with strong interpersonal skills.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">But personality tests also work best <\/span><em><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">alongside <\/span><\/em><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">other <\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>tactics for evaluating the candidate <\/u><\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">because personality tests alone can&#8217;t predict job performance or fully describe the person&#8217;s <\/span>temperament<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">.<\/span><\/p>\n\n\n\n<p>Let&#8217;s talk about when and how you can use personality tests for hiring.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">TL;DR \u2013 Key Takeaways<\/span><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><strong>A personality test evaluates<\/strong> and measures different personality attributes such as character, behavior, emotions, and thoughts. As a pre-employment tool, a personality assessment can help identify candidates with a positive <\/span>demeanor.<\/p><\/li>\n\n\n\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Recruiters turn to <strong>personality assessments to evaluate the candidate\u2019s<\/strong> interpersonal skills, values, and working style. Personality test results can also tell you about the candidate\u2019s motivation, resilience levels, and preferred collaboration styles.&nbsp;<\/span><\/p><\/li>\n\n\n\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Despite claims from testing companies, <strong>personality tests don\u2019t predict job performance<\/strong> rates. On the contrary, using these tests for hiring can perpetuate bias and unfairly disqualify certain candidates.&nbsp;<\/span><\/p><\/li>\n\n\n\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Because personality tests draw inconclusive results and are easy to fake, it\u2019s best to use them in combination with <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/soft-skills-assessment-test\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>soft skills assessments<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">, technical skills assessments, <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/cognitive-ability-tests\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>cognitive ability tests<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">, and <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/behavioral-interview-questions\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>behavioral interviewing<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">.&nbsp;<\/span><\/p><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">What\u2019s the purpose of personality tests in hiring?<\/span><\/h2>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests help evaluate the candidate\u2019s character traits to better understand the person\u2019s values, motivation, and common behaviors.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">By introducing a quick personality test into your recruitment process, you can learn whether the candidate is more assertive or agreeable, a bubbly life of the party, or a quieter, analytical thinker. Knowing these personality traits can help understand how they&#8217;d slot into the workplace.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests go way back to the <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/hbr.org\/2017\/03\/a-brief-history-of-personality-tests\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>beginning of the 20th century<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">. First used to assess the soldiers\u2019 mental resilience and the inexplicable attraction between a beloved daughter and (apparently not well-suited) fianc\u00e9, personality tests became a major part of human resource management by the 1980s.&nbsp;<\/span><\/p>\n\n\n\n<p>Today, over <a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/www.nytimes.com\/2023\/03\/05\/business\/remote-work-personality-tests.html\">2,000 types<\/a> of personality tests for hiring (and at-home psychoanalysis) are out in the wild <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">\u2014 and companies use personality assessments both for hiring and career development.<\/span><\/p>\n\n\n\n<p>A personality assessment can quickly classify candidates into different &#8220;types&#8221;. For example, the Myers-Briggs Type Indicator offers 16 personality types, sitting on a spectrum: extroverted vs. introverted, intuitive vs. sensing, thinking vs. feeling, and judging vs. perceiving. Respectively, each type has some unique characteristics, which can make them look better suited for a job.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"500\" height=\"208\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image.gif\" alt=\"Personality tests sort people into categories based on their behaviors, motivations and character attributes. \" class=\"wp-image-47183\"\/><figcaption class=\"wp-element-caption\">Personality tests sort people into categories based on their behaviors, motivations, and character attributes.<\/figcaption><\/figure>\n<\/div>\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">For example,<\/span> an ISFP personality type (The Artist), according to the Myers Briggs Type Indicator, should thrive in creative roles, while an ESFJ personality type (The Caregiver) should be a great fit for customer-facing or hospitality roles.<\/p>\n\n\n\n<p>Other personality tests follow the same logic: The Caliper Profile measures candidates&#8217; profiles based on characteristics and motivations they see as a predictive index for job performance. The DISC Behavior Inventory categorizes people by temperament.<\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">So many companies saw personality tests as an opportunity to find people with the right personalities and match those to the ideal role.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<p><strong><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">The problem?<\/span><\/strong><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> By fixating on personality too much, hiring managers can overlook other predictive<\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u> elements of stable job performance<\/u><\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> \u2014 team composition, employee motivation, and culture fit. So many companies still end up making poor hiring decisions.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests hinge on the test takers&#8217; ability to self-characterize. But how<\/span> we see ourselves isn\u2019t always how others would rate our behavior.&nbsp; For example, someone may think of themselves as a \u201cstrong communicator\u201d, but in reality,<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> they are only good at talking, not active listening.&nbsp;<\/span><\/p>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/communication-skills-assessment\" title=\"Is a Communication Skills Assessment the Best Way to Test Candidates?\" aria-label=\"Is a Communication Skills Assessment the Best Way to Test Candidates?\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2022\/10\/Communication-skills-assessment-112x67.png\" alt=\"Is a Communication Skills Assessment the Best Way to Test Candidates?\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">Is a Communication Skills Assessment the Best Way to Test Candidates?<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Pros and cons of personality tests for hiring<\/span><\/h2>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests can provide extra insights into the candidate<\/span>\u2019s interpersonal skills,&nbsp; leadersh<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">ip style, and cultural proximity to the company. However, using a personality assessment as the tell-all metric can also result in poor candidate placements.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Advantages of using personality tests for hiring<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">When done right, personality tests can help you learn more about the candidate\u2019s values, communication style, management preferences, and affinity towards certain work styles.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#1 \u2013 Test Soft Skills<\/span><\/h3>\n\n\n\n<p><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/power-skills\">Soft (or power) skills<\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> like communication, problem-solving, critical thinking, and creativity are incredibly important in the workplace. But not all candidates do well in this department.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">According to <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/www.mckinsey.com\/featured-insights\/future-of-work\/five-fifty-soft-skills-for-a-hard-world\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>McKinsey<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">, recruiters struggle to find candidates with strong:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Critical thinking, innovation, creativity, and problem-solving skills (37%)&nbsp;<\/span><\/p><\/li>\n\n\n\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Ability to deal with complexity and ambiguity (32%)&nbsp;<\/span><\/p><\/li>\n\n\n\n<li><p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Communication skills (31%)<\/span><\/p><\/li>\n<\/ul>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8 lg:grid-cols-2\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"\" title=\"\" aria-label=\"\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"\" alt=\"\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\"><\/span>\n                        <\/a>\n                    <\/div>\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"\" title=\"\" aria-label=\"\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"\" alt=\"\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\"><\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#2 \u2013 Evaluate Working Styles<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Human resource professionals also want to know if a candidate&#8217;s style of working <a href=\"https:\/\/toggl.com\/blog\/organizational-culture-fit\" target=\"_blank\" rel=\"noreferrer noopener\">matches the company&#8217;s culture<\/a>. The last thing a business wants is to make a<\/span><a href=\"https:\/\/toggl.com\/blog\/better-recruitment-process-to-prevent-bad-hire\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u> bad hire<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> who can\u2019t slot into the way of working and leaves in the first couple of months. Instead, recruiters use personality tests to ensure candidates walk into an environment and way of working that drives productivity and long-term job satisfaction.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">For example, a <\/span><a href=\"https:\/\/toggl.com\/hire\/test-library\/communication-skills-test\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>communication skills test<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> can help evaluate how the new Product Manager may give feedback remotely to the team or handle stress before a&nbsp;critical feature release.&nbsp;<\/span><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12.png\" alt=\"Personality tests can help you understand candidates' working style preferences. \" class=\"wp-image-47174\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12.png 1024w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12-300x225.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12-768x576.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12-539x404.png 539w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12-1013x760.png 1013w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/10\/image-12-112x84.png 112w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Personality tests can help you understand candidates&#8217; working style preferences. <a href=\"https:\/\/www.oktra.co.uk\/insights\/designing-for-neurodiversity-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">Source<\/a><\/figcaption><\/figure>\n<\/div>\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#3 \u2013 Ensure Alignment With Company Culture<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Perhaps the biggest reason recruiters use a personality assessment is to understand how a candidate could fit into the company culture. A <\/span>pre-employment personality test can <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">show whether a candidate will slot into the work environment or, even better, if they\u2019ll positively add to the existing culture.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">When <\/span><a href=\"https:\/\/toggl.com\/blog\/organizational-culture-fit\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>hiring for culture fit<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> without any quantifiable data, hiring managers risk <a href=\"https:\/\/toggl.com\/blog\/unconscious-bias\" target=\"_blank\" rel=\"noreferrer noopener\">unconsciously selecting<\/a> the same types of candidate profiles repeatedly instead of strategi<\/span>cally <a href=\"https:\/\/toggl.com\/blog\/diversity-inclusion-in-recruitment\" target=\"_blank\" rel=\"noreferrer noopener\">adding more diversity<\/a> to the team.&nbsp;<\/p>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/organizational-culture-fit\" title=\"How to Hire for Company Culture Fit the Right Way\" aria-label=\"How to Hire for Company Culture Fit the Right Way\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2022\/06\/Organizational-culture-fit-112x67.png\" alt=\"How to Hire for Company Culture Fit the Right Way\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">How to Hire for Company Culture Fit the Right Way<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#4 \u2013 Identify Similar Values<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Every human personality is unique. We feel strongly for and against different causes, and these beliefs often guide our actions. New employees who share the company&#8217;s values and mission are more likely to have high job performance in the long term.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Per <\/span><a href=\"https:\/\/www.gartner.com\/en\/articles\/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>Gartner survey<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">, 82% of employees want their employers to see them as individuals. Personality assessments help better understand what drives, pleases, and frustrates a candidate in the work environment.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">What\u2019s the problem with using personality tests for hiring?<\/span><\/h2>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests attracted <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/www.scientificamerican.com\/article\/how-accurate-are-personality-tests\/\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>strong criticism<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> for lacking reliability, validity, and fairness when it comes to hiring decisions.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Popular types of personality tests like the Big Five Personality Test, The Hogan Personality Inventory (HPI), or the <\/span>Myers Briggs Type Indicator <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">can help collect data on personality traits, but they don\u2019t provide evidence-based data about the person&#8217;s skills or predict job success rate. &nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">By over-relying on pre-employment personality assessments, employers risk hiring people who can perform well situationally but do not necessarily have well-rounded <a href=\"https:\/\/toggl.com\/blog\/soft-skills-assessment-test\" target=\"_blank\" rel=\"noreferrer noopener\">interpersonal skills<\/a>.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Here are four reasons to treat personality test results with a grain of salt.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#1 \u2013 They\u2019re Easy to Fake<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests have no right or wrong answer. In many cases, this results in job candidates answering questions as they think the recruiter wants them to instead of answering them honestly.<\/span><\/p>\n\n\n\n<p>To assess the efficacy of personality tests for hiring, <a href=\"https:\/\/www.sciencedirect.com\/science\/article\/abs\/pii\/S0191886922004044\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>researchers<\/u><\/span><\/a> created a mock customer support position. Then, a <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">test group was asked to take a popular personality test as part of the hiring process. Most test takers scored quite high.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">But when the group was told that this was a fake job and then asked to re-take the test honestly this time, the test taker\u2019s score were much less positive.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">In other words, <strong>job applicants often self-redact negative qualities<\/strong> to look better on the test when they want to impress HR professionals. So when companies use personality assessment results alone, they risk falling for &#8220;the best version&#8221; of someone&#8217;s personality, but not necessarily the &#8220;true version&#8221;.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Unfortunately, there\u2019s no way to actually avoid this in pre-employment screening. Recruiters have to take personality test results at face value and accept the inaccuracy.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#2 \u2013 They\u2019re Inconclusive<\/span><\/h3>\n\n\n\n<p class=\"has-text-align-justify has-text-align-justify\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests are based on correlations. They try to describe a persona through a number of character traits \u2014 openness, extraversion, and emotional stability, among other factors. Although handy to know, such attributes don\u2019t predict the person\u2019s situational behavior. For example, a person with a high emotional stability score may still harshly reply to an angry customer.&nbsp;<\/span><\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Most personality tests for hiring also have questionable efficacy.<\/span> <a href=\"https:\/\/journals.sagepub.com\/doi\/abs\/10.1177\/014920639602200103\" target=\"_blank\" rel=\"noopener noreferrer\">Studies<\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> have show<\/span>n the Myers-Briggs <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">test is not a valid predictor for the candidate\u2019s success in the role. Half of the people who take it twice get different results each time.<\/span><\/p>\n<\/blockquote>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Pre-employment personality tests are helpful for comparing how a candidate ranks against others for a particular personality trait. But such tests aren\u2019t foolproof in weeding negative qualities or delivering conclusive insights on a candidate\u2019s personality. &nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#3 \u2013 They Can Lead to Type-Casting<\/span><\/h3>\n\n\n\n<p>Using personality tests can <a href=\"https:\/\/toggl.com\/blog\/unconscious-bias\" target=\"_blank\" rel=\"noreferrer noopener\">lead to biases in hiring<\/a>, prompting you to prioritize<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> people with \u201cfavorable\u201d personalities. After all, it\u2019s easy to picture an agreeable Type A extravert in a sales role. But slightly more narcissistic and neurotic characters can also be captivating presenters (think Steve Jobs).&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality testing also discards the impact of <\/span><a href=\"https:\/\/www.sciencedirect.com\/science\/article\/pii\/S0092656616300162\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>cognitive buffering<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> on our actions, aka our ability to use intelligence to control or modify certain aspects of our personality. That\u2019s why not all naturally dominant people would seek leadership roles or undermine their supervisor.&nbsp;But people with poor time management skills, for example, will struggle to manage both their personal and professional calendars.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">By relying on test scores alone in the recruitment process, you can inadvertently choose candidates with a sweet set of traits but less-than-stellar skills. <\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#4 \u2013 They Can Be Biased<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">The personality testing industry emerged in the Western world. Because of that, they&nbsp;don\u2019t account for cultural differences in communication and self-presentation.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">For example,&nbsp;the Big Five Personality Test was designed for &#8220;Western Educated Industrialized Rich Developed.&#8221; (WEIRD) countries, but the assessment <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/www.science.org\/doi\/10.1126\/sciadv.aaw5226\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">proved to be<\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> an <\/span>unreliable measure in <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">other countries, especially when administered in a local language.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Many personality tests are designed to analyze the cultural and circumstantial values of the predominantly white middle class. Minority qualified candidates raised in a different socio-economic environment <\/span><a href=\"https:\/\/link.springer.com\/chapter\/10.1007\/978-1-4757-5571-8_25\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>perform worse on such tests <\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">because of how the questions are framed.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">In other words, personality tests can further perpetua<\/span>te <a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/unconscious-bias\">unconscious biases<\/a> and hinder diversity.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">What can personality tests tell you about candidates?<\/span><\/h2>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">While personality tests are not a reliable proxy of employee<\/span> performance, they can provide valuable insight into the candidate\u2019s personality, <span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">strengths, and weaknesses.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Instead of pigeonholing candidates based on broad personality types, focus on measuring the following factors instead.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Intrinsic motivation&nbsp;<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Intrinsic motivation is our tendency to do things that please us without seeking reward. It also impacts our job satisfaction. In fact, intrinsic motivation accounts for <\/span><a href=\"https:\/\/www.psychologytoday.com\/us\/blog\/getting-up-on-monday-morning\/202206\/new-research-shows-intrinsic-motivation-is-crucial-at-work\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>45%<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> of the positive changes in employee engagement, commitment to an employer, and proactiveness at work.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Different personalities have different drivers for intrinsic motivation: natural affinity for being in the spotlight, high self-esteem, or pride from doing good work.<\/span> <a href=\"https:\/\/toggl.com\/blog\/100-soft-skills-questions-to-help-you-hire-top-talent\" target=\"_blank\" rel=\"noopener noreferrer\">Soft skills assessments<\/a> with qu<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">estions about the candidate\u2019s preference for feedback giving, levels of personal autonomy, and overall emotional intelligence can help provide a good baseline of their intrinsic drivers.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Preference for collaboration<\/span><\/h3>\n\n\n\n<p class=\"has-text-align-justify has-text-align-justify\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Some personality types are naturally more autonomous. Others thrive during group discussions, love building new relationships, and doing collaborative work. Likewise, some personalities do better in high-paced (or even slightly chaotic) work environments due to higher stress tolerance and better adaptability. While others may thrive in more structured roles with clear-cut expectations and roaster of tasks.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Resilience<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Resilience is our innate ability to bounce back from mentally taxing events. People with high resilience are quick to adapt to changes, can think through their options before taking action, and don\u2019t drop the ball when work gets hectic.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Personality tests like the <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/ogg.osu.edu\/media\/documents\/MB%20Stream\/Brief%20Resilience%20Scale.pdf\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>Brief Resilience Scale (BRS)<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> and <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/emerge.ucsd.edu\/r_1ez4iimxzf3tlez\/\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>The Scale of Protective Factors (SPF) <\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">help evaluate this trait.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">4 alternatives to personality testing for screening candidates<\/span><\/h2>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">A personality test is just one element of the hiring process. To get more objective results, combine (or replace) such tests with a more consistent and reliable tool such as a skills test, behavioral interview, a video introduction, or a work simulation day.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#1 \u2013 Design an appropriate skills test for the role<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Behind every successful hire is an HR professional who did a stellar job task analysis.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>Job task analysis <\/u><\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">helps nail the primary responsibilities and tasks for a specific role, plus line up essential soft and hard skills a good candidate must have.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Mention both in your<a href=\"https:\/\/toggl.com\/blog\/job-description-examples\" target=\"_blank\" rel=\"noreferrer noopener\"> job description<\/a>, alongside information about the company\u2019s culture and working practices. Doing so helps set proper expectations at both ends.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Use the identified <\/span><a href=\"https:\/\/toggl.com\/blog\/job-requirements\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>job requirements<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> to create a list of questions to test the candidate\u2019s skills. For example, good <\/span><a href=\"https:\/\/toggl.com\/blog\/how-to-hire-a-marketing-person\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>soft skills to evaluate for a marketing role<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> include communication, collaboration, creativity, and teamwork.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> <\/span>Using skills tests as a recruitment tool gives you more insight into the person&#8217;s performance ability than personality testing does.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#2 \u2013 Schedule a behavioral interview<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">People with authority issues can still wait in a queue without causing a scene.&nbsp;Often, the best predictor of future behavior is past behavior. <\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Factors like <a href=\"https:\/\/toggl.com\/blog\/cognitive-ability-tests\" target=\"_blank\" rel=\"noreferrer noopener\">cognitive abilities<\/a>, growth mindset, and motivation are <\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>stronger predictors of job performance<\/u><\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">. And you can effectively evaluate these during a behavioral interview.&nbsp;<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">As part of the interview process, ask a couple of <\/span><a href=\"https:\/\/toggl.com\/blog\/personality-questions-for-interview\" target=\"_blank\" rel=\"noopener noreferrer\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">personality questions<\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> such as:<\/span><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Please name one or several traits you\u2019d change about yourself.<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">How would you describe your work ethic?&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">What qualities do you value the most in other people and why?&nbsp;<\/span><\/li>\n\n\n\n<li>How easily can you build a new relationship with a colleague?<\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">How do you usually approach giving negative feedback to coworkers?&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Tell about the time you had to deal with an unreasonable client demand.&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">The above questions can give you a good general sense of the candidate\u2019s positive and negative personality traits.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">You should further vet candidates for compatibility during a peer or team interview. At this point, prepare a deeper set of <\/span><a target=\"_blank\" rel=\"noopener noreferrer\" href=\"https:\/\/toggl.com\/blog\/behavioral-interview-questions\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><u>behavioral interview questions<\/u><\/span><\/a><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> to better understand the&nbsp;candidate\u2019s thinking process, typical behaviors, and possible weaknesses.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Example behavioral interview questions to ask:<\/span><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Tell me about your biggest personal or professional setback. How did you bounce back from it?&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Imagine that you have two tasks with conflicting deadlines from two stakeholders. How would you deal with prioritizing them?&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Can you describe how you would deal with a colleague who consistently changes the project scope, causing delays and rework?&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">What is your preferred management style? What do others need to know about your communication preferences and work style?&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<p>A test measures how we think about ourselves. Behavioral interview questions, in turn, prompt the candidate to talk about certain behaviors and how these were perceived by others.<\/p>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8 lg:grid-cols-2\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"\" title=\"\" aria-label=\"\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"\" alt=\"\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\"><\/span>\n                        <\/a>\n                    <\/div>\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/personality-questions-for-interview\" title=\"Top 30 Personality Questions for Interview\" aria-label=\"Top 30 Personality Questions for Interview\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/02\/Personality-interview-questions-112x67.png\" alt=\"Top 30 Personality Questions for Interview\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">Top 30 Personality Questions for Interview<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#3 \u2013 Use an async video intro<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Video intros are a great way to pre-screen multiple candidates early in the hiring process.\u00a0 Async video interviews reduce both parties&#8217; time commitment while still assessing the candidate&#8217;s character.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Instead of doing a personality test, ask the person to record a personal introductory video. Give them several prompts to talk about their general life attitude or more specific personality traits.<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">You can mix some fun ice-breaker questions like \u201cWhich fictional character would you be?\u201d with more serious ones like \u201cWhat makes you think you&#8217;re a good cultural fit with us?\u201d or \u201cHow do you stay motivated to maintain high performance each day?\u201d.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">#4 \u2013 Try a work simulation day<\/span><\/h3>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Want a more unconventional but really impactful pre-employment assessment?&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Try doing a <\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">job simulation day<\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> with the shortlisted candidates. Job simulations are designed to offer as close to real-world experience for a day (or several). The test day can combine a set of&nbsp;<\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">skills assessments<\/span><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"> or<\/span> homework assignments for testing soft and hard skills with l<span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">ive job simulations like role-playing or group work with your team.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\"><strong>The goal:<\/strong> test the candidate\u2019s abilities in the field and give them an immersive introduction to the role.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Companies use work simulation days to:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Validate the candidate\u2019s professional abilities&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Reveal easy-to-miss candidates\u2019 personalities&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Understand how well they will perform&nbsp;<\/span><\/li>\n\n\n\n<li><span data-color=\"transparent\" style=\"background-color: transparent;color: inherit\">Bring an extra layer of fairness and objectivity<\/span><\/li>\n<\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When it comes to using personality tests, there are two schools of thought. Either you\u2019re in the camp who believes they\u2019re a waste of time,&#8230;<\/p>\n","protected":false},"author":640,"featured_media":47178,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[847],"tags":[866],"class_list":["post-47166","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-assessments","tag-talent-assessments"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Use Personality Tests for Hiring (The Right Way)&nbsp;<\/title>\n<meta name=\"description\" content=\"Personality testing can add value to your hiring process, but it can also lead you astray. 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