BBA103 Semester 2: Personality Tests as an Organizational Tool

This presentation examines the benefits of personality tests for organizational hiring, drawing on management theories to support its arguments. The presentation is divided into three sections, focusing on the reliability, advantages, and ideal methods of personality testing. It highlights the accurate assessment of candidate potential, aligning personal values with corporate missions, and suitable job placement as key advantages. The presentation also discusses the importance of personality in hiring, the reliability of personality tests due to spontaneous and honest responses, and various effective methods like NEO-Personality Inventory and Workplace Big Five. The conclusion reasserts personality tests as a valuable tool for enhancing growth, productivity, and workforce harmony within organizations.

Personality Test
AN EFFECTIVE ORGANIZATIONAL TOOL

Introduction
 The purpose of this presentation is to examine the benefits of personality tests for
organizational hiring. The discussion refers to relevant theories of management for
backing up the arguments that follows the introduction of the topic. Divided into three
sections, the arguments focus on the reliability, advantages and the ideal methods of
effective personality testing. Finally, the presentation concludes with the reassertion of
using personality tests as an effective tool for hiring suitable employees in an
organization.
 Aptitude and personality tests are extremely effective for future management and
better understanding of the employees. It helps the hiring committee gain a deeper
insight into the psyche of the workers and develop closer, meaningful relationships with
them. It also helps the management categorize different character traits and allot them
suitable responsibilities. Personality tests are also used for better interaction and self-
reflection, wherein both the management and the employee can learn more about
themselves and anticipate their reactions to different circumstances.

Advantages of personality tests
 Accurate assessment of a candidate’s potential: According to Jim Povec, a principle
at a consulting firm, using the Harrison assessment tool the hiring committee can
make accurate predictions of a candidate’s potential for success or failure in a given
role.
 Balancing corporate mission with personal values: The customizable nature of
personality tests enables the organization to reflect on the core values of the
employees and align them with the mission of the corporate. This fosters harmony
and growth in workplace.
 Suitable job placement: Specific jobs require particular personality types and the
purpose of personality tests is to identify the forte and potential of the employee. It
eliminates confusion and utilizes the potential of an employees to the fullest by
allocating them with the tasks that corresponds with their abilities.
 Better decisions in hiring: Recruiters are better able to identify the strengths and
weaknesses of an employee. Conducting personality tests while hiring have proved
to increase productivity, reduce turnover and anticipate future employee
performance.

The importance of personality while
hiring
 The personality of a prospective employee determines his/her
effectiveness in a given job role. Assessing the personality is also useful
for determining if the culture of a company would suit the employee.
 Personality test as a hiring tools also provide useful insight into the
corporate culture fit, employee relation, team fit and job fit of the
employee.
 The ROI of personality tests are usually quiet high since they pinpoint
the specific areas of the job that is best suitable for a particular
employee.
 Apart from hiring, personality tests are also useful for coming up with
tangible solutions in case of problems.

Reliability and reasons for using
personality tests
 Since interviewees do not come prepared with staged answers for personality
tests, it is more spontaneous and honest, accounting for its reliability.
 Companies use personality tests for employee development and accurate
evaluation of the characteristics that could influence the job performance of
an individual.
 Recruiters who have used personality tests for employee selection have
reported a 95% of job success stories, and these are accounted by their
personality.
 Companies can get to know the aspects of an employee that would otherwise
remain unknown or hidden if the interview was conducted via traditional
methods of hiring.

Ideal and effective personality tests
 Some favored methods of personality test are NEO-Personality Inventory,
Myers-Briggs type Indicator, Predictive Index and Personality Characteristics
Inventory.
 Dr. Allen recommends the Workplace Big Five, produced by cent(ACS). This
method is very effective for identifying the leadership qualities of an
individual or if he/she is cooperative enough to work in teams.
 For assessing how a person is likely to react in a given situation, the AcuMax
Index process is recommendable.
 For hiring candidate in the upper levels of management, Caliper can provide
a fruitful insight into the potentials of a candidate to succeed and take on
managerial decisions effectively.
 The Clffton Strenghts finder helps an organization assess the strength and
weaknesses of the existing employees.

Conclusion
 To conclude the presentation, it would now be reasonable to state that
personality trait is one of the most effective tools for organizational
hiring.
 It ensure that the right individual is placed in the right department.
 Enhances growth and productivity of a firm by employing most suitable
workers.
 Helps HR managers maintain harmony and balance within the
workforce.
 Aligns work culture with personal values of individuals.

References:
 Weber, L., & Dwoskin, E. (2014). Are workplace personality tests fair?. Wall Street
Journal, (September 29).
 Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role
of trustworthiness in recruitment and selection: A review and guide for future
research. Journal of Organizational Behavior, 34(S1), S104-S119.
 Using Personality Tests as a Hiring Tool - Edward Lowe Foundation.
(2018). Retrieved from
http://edwardlowe.org/using-personality-tests-as-a-hiring-tool/
 How To Truly Benefit From Personality Tests For Hiring. (2018). Retrieved
from https://atmanco.com/blog/hiring/benefit-personality-tests-for-hiring/
 Kline, P. (2013). Personality: The psychometric view. Routledge.
 Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on
Human Resource Management (Routledge Revivals), 92.