Why companies use personality tests in their recruitment

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The most commonly used tests in recruiting include personality tests based on the " Big Five " model, which assess five key personality domains: extraversion, agreeableness, conscientiousness, emotional stability, and openness . There are also tests based on Murray's needs theory which assess the individual's basic needs, such as security, affiliation, power, achievement, and accomplishment needs .


Behavioral style-based tests, such as DISC and values-based tests, also assess personality traits that are important to employers. Why use personality tests? There are several reasons processes: Interpersonal Skills Assessment: Personality tests can help companies assess candidates’ interpersonal skills, such as the ability to work in a team, communicate effectively, and resolve conflicts.


These skills are often essential for high-level bahamas cell phone number list positions or those that involve a lot of interaction with customers or coworkers. Predicting Future Performance : Personality tests can help companies predict employees' future performance by assessing personality traits that are linked to job performance, such as motivation, resistance to stress, and ability to adapt to change.


Company Culture Assessment: Personality tests can help companies assess candidates' fit with the company's corporate culture by assessing candidates' values, beliefs, and behaviors that are aligned with those of the company. Reduced employee turnover rates: Personality tests can help companies reduce employee turnover rates by assessing personality traits that are linked to longer tenure, such as motivation, loyalty, and job satisfaction.