Importance of Personality Test

The aim of this paper is to discuss the importance of personality test in the employment in this highly competitive world of business. The compatibility of the companies have increased as they are expanding from countries to countries and exploring new markets. This is the reason why the sustainability factor has become an important part of the companies which is mainly served by buy the employees. The human workforce is the main asset of any business organisation therefore making the base strong and effective, the companies into to hire more efficient persons so that they get more competitive advantage. This paper will be discussing for articles all Peer reviewed in support of using personality tests for understanding the capabilities of the job applicants.

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IMPORTANCE OF PERSONALITY TEST
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1IMPORTANCE OF PERSONALITY TEST
The aim of this paper is to discuss the importance of personality test in the
employment in this highly competitive world of business. The compatibility of the companies
have increased as they are expanding from countries to countries and exploring new markets.
This is the reason why the sustainability factor has become an important part of the
companies which is mainly served by buy the employees. The human workforce is the main
asset of any business organisation therefore making the base strong and effective, the
companies into to hire more efficient persons so that they get more competitive advantage.
This paper will be discussing for articles all Peer reviewed in support of using personality
tests for understanding the capabilities of the job applicants.
Personality is scientifically proven predictor of the job performance which help to
assess the behavioural tendencies of the candidates in the work environment. This allows the
recruiters to understand whether the candidate will be able to sustain the competition for be a
top performer if he can fit the culture of the company.
According to Usami et al. (2016), in the recent years the importance of utilising
personality tests before employing a person in the organisation has become effective and
more applicable. This is due to the fact that the human resource managers in Global Business
organisations have become aware about the personality and behaviour of the candidates who
will be able to cope up with the changing nature of business and challenges relating to the
operations. This paper has however pointed out that the importance of developing preference
based personality test is so important that it can help the business to identify problematic
personalities of the employees creating issues in the organisation. the study has aimed to
measure multidimensional personality traits which helps the organisations to use its
employees in a more effective way and to find out the Latin traits of the employees before
recruiting them the results of this study has shown that in some cases the unavailability of
personality tests may lead to develop a Biased workforce that negatively affect the growth of

2IMPORTANCE OF PERSONALITY TEST
the business. The data driven recruitment therefore helps to improve hiring decisions of the
companies. The personality assessment provide the employers to standardise and develop
useful insights how the candidate’s main behave in the work context and predict the job
performance. Through using the data the employers will be able to hire the right candidate
and improve the overall productivity and effectiveness of the teams. The ratio analysis and
effective face to face interviews may not lead to accurately assess the personality traits of
candidates like agreeableness, extraversion, conscientiousness, openness and stability and
different features like sociability, leadership orientation, need for recognition, consideration,
cooperation, efficiency, achievement striving, abstract thinking and self-confidence.
In order to find the most suitable employees the employers try to use the most
effective personality test ever so that it can increase employee quality as well as retention in
the organisation. In order to retain the talent and reduced turnover the candidates must stay in
their rule and feet with the company’s culture. Whether the candidates are perfectly fit for the
position the employers take the tests on the basis of collaboration skills, motivation, passion
for learning, critical thinking, communication honesty motivation and sympathy for the
others are judged. According to Walmsley, Sackett and Nichols (2018) Single Factor Model
based occupational personality test can measure for the evidence of the employee’s
relationship with their job performance. In diverse job roles that are being developed in the
modern organizations to meet the expectations of the markets and the services to the
customers, the need of proper analysis of the talents have become essential. The candidates
can show their talents through personality tests. the most hidden factors gets revealed when
the employers use personality tests before they hire any candidate in the organisation. The
research has found that normal range personality measures are closely connected with job
performance of the employees. Through understanding the personal capabilities of the
candidates the employers can expect performance of the workforce and arrange for trainings

3IMPORTANCE OF PERSONALITY TEST
for or other programs for the improvement of such capabilities. This is due to the effect
proper evaluation of the personality relating to the tangible employment consequences are
needed.
The personality tests are closely linked with the culture and social background of the
employees. As the business nowadays have become more cross-cultural therefore the
employees need to be more efficient to operate cross cultural. There if they do not possess the
capabilities of observing changes for responding positively to those changes the company
cannot sustain in the foreign market. in this regard the factors like social hierarchy and
sympathetic accuracy have been appointed out by Sherman et al. (2015), it is the ability to
effectively in for the mental status of the other peoples so that the personal level of power and
status can be understood . With the background of social inequality the persons respond to the
challenges differently therefore the structural power and acceptance of hierarchy which vary
from market to market have taken a form of personality test. On the other hand Weng et al.
(2018), have pointed out that the situation judgement tests have become highly respected in
the current business context. It is pointed out the importance of scoring method for
understanding the capabilities of the candidates and hiring them effectively not depending
upon the only interview all educational qualification.
Therefore it can be concluded that for making the organisation more efficient and
dynamic, the employers definitely need to invest both time and fund in developing proper
personality test matching with the requirements of the organisation so that the company get
the chance to find out the best fitted candidate from a large number of application in this
regard different authors have pointed out different personality tests but all of these are best
practiced with the managers can understand what exactly the organisation needs at that point
of time.

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References:
Sherman, G.D., Lerner, J.S., Renshon, J., Ma-Kellams, C. and Joel, S., 2015. Perceiving
others’ feelings: the importance of personality and social structure. Social Psychological and
Personality Science, 6(5), pp.559-569.
Usami, S., Sakamoto, A., Naito, J. & Abe, Y. 2016, "Developing Pairwise Preference-Based
Personality Test and Experimental Investigation of Its Resistance to Faking Effect by Item
Response Model", International Journal of Testing, vol. 16, no. 4, pp. 288-309.
Walmsley, P.T., Sackett, P.R. and Nichols, S.B., 2018. A large sample investigation of the
presence of nonlinear personality‐job performance relationships. International Journal of
Selection and Assessment, 26(2-4), pp.145-163.
Weng, Q.(., Yang, H., Lievens, F. & McDaniel, M.A. 2018, "Optimizing the validity of
situational judgment tests: The importance of scoring methods", Journal of Vocational
Behavior, vol. 104, pp. 199-209.