Tag Archives: interviews

The truth about using personality tests for hiring

DispleasureShould I use a personality test for hiring?  Are personality tests legal for hiring?  What are the pros and cons of using personality tests in hiring?

Many people are skeptical about using personality tests for hiring—and they should be.  But not for the reasons you may think.  Personality tests can be extremely effective in screening out problem employees at all levels of the organization, including executives, but they have to be used correctly.

Before even contemplating whether to use a personality test in your hiring process, think about what else you will be using to gather information about the candidates.  A personality test alone is not sufficiently predictive of job performance.  Other factors and methods of assessment need to be included in your hiring process to select good candidates.

What is the best predictor of job performance?

Cognitive ability, or intelligence, is the single best predictor of job performance across all jobs.  If you were to include just one assessment, a test of cognitive ability would be your best bet.  However, many of these tests suffer from adverse impact, which means they predict differently for people in different ethnic groups.  Employment laws and our societal values suggest that we use other measures instead or in combination with intelligence tests to make sure we are giving people of different backgrounds equal opportunities for employment.

What is the worst predictor of job performance?

Interviews are typically the least predictive method of assessment because employers often don’t conduct them in a systematic or uniform way across candidates.  Rather, individual employees typically decide whether they like or connect with the candidate and rate them accordingly.

What methods should I use to assess job candidates?

You may have noticed that we’re talking “apples and oranges” because cognitive ability is a characteristic of a job applicant whereas interviewing is a method of assessing candidates.  This is a very important point and one to carefully consider.  You can measure cognitive ability in an interview, with a test, or with a job sample, or in a number of other ways.  Some of these methods of assessing cognitive ability will be more accurate and more predictive of job performance than others.

The bottom line is you want to choose the right factors to measure and the right methods of assessment to use in your hiring process.  Now, back to personality.

Does personality predict job performance?

Personality is not the best predictor of global job performance, but it will predict certain things that are critical to job performance.  That is, if you use a high quality, multi-factor personality test.  The popular tests that you see out there generally are not appropriate to use for hiring and, if you get sued, you’ll probably lose if you are using them.  What you need is a highly “reliable” and “valid” measure of personality.

Which personality test should I use?

We use several different personality assessment instruments that were designed for hiring.  One of them is the personality test battery in the Hogan Assessments.  We use the Hogan for hiring leaders and executives because it is one of the best assessments of derailing factors.  In other words, the test can tell you how likely the candidate is to exhibit tendencies associated with the dark side of leadership—the kind of leaders you don’t want in your organization, the ones who are out there for themselves, who bully others, who take great risks and give little credit to others and who will run your department, division, or entire organization into the ground if given the chance.

These leaders, unfortunately, are often very good at fooling interviewers, but they are not so good at fooling quality tests of personality, such as the Hogan.  These kinds of tests typically require a qualified person to administer and read the test and often are administered by external consultants, like us.  An external assessment is a great way to get objective data about your candidate to incorporate into your hiring process.  When you look into the cost of such an assessment, you will find that it is far less expensive to assess a few candidates on the front end than to fire a bad leader once they are employed in your company.

What Does a Bad Hire Cost You? 3 Tips for Hiring Good People

working-with-laptopWhat does a bad hire cost you?

Research shows a bad hire can cost your company at least 30% of their salary, but there’s more than just money at stake.  Your personal success is on the line too.

Ask yourself the following questions:

  • Are you working too many hours because you’re covering for an ineffective employee?
  • Is a single employee dragging your whole team down?
  • Are you getting pressure from above to deliver more than your team can accomplish?
  • Are other teams performing better than yours?
  • Is your boss telling you to be tougher on your employees?

If you’ve answered “yes” to any of these questions, you should consider what action to take.  Whether you choose to give the person a chance or let them go depends on a number of factors.  However, you can learn how to avoid this situation in the future by following a better hiring process.

No one is perfect, so the key is to hire someone who has or is able to develop the necessary skills and characteristics to succeed at the job.  Determining that requires a systematic, objective process.

It’s worth investing time and money into a solid assessment of job candidates.  It pays for itself when you have a successful employee and it avoids much greater costs when you don’t.  Plus, it helps protect you against unfair hiring practices that could bring about even costlier litigation.

3 Tips for Hiring Good People

1.      Create a detailed job description

A good assessment process starts with a detailed job description that includes specific behaviors and characteristics necessary to be successful at the job.  For example, an engineering job description might include: “operates computer-assisted engineering or design software or equipment.”  A logistics manager’s job description might include: “maintains metrics, reports, process documentation, customer service logs, and training or safety records.”

2.      Choose predictive assessment methods

Whether you conduct interviews, tests, or job trials, it’s important to do them in a systematic and objective way.  For example, structured interviews with job-relevant questions are better predictors of performance than casual interviews that differ between candidates.  A test of emotional intelligence might be a good fit for candidates for a team leader position.  With tests, however, it’s important to have a qualified person read and interpret the results.

3.      Train people how to assess candidates

Invest in assessment training for those involved in the hiring process.  Teach employees and managers how to interview and how to rate candidates.  Help them understand what questions are good and which ones are either ineffective or illegal.  Walk through the job description with them so they know what they’re looking for in a successful candidate and make sure they ask the same questions to all candidates.

Alternatively…

If your team is strapped for time or just not interested in learning this skill, hire an outside firm to do the assessment for you.  It doesn’t cost that much and it can save you a bundle in the long run.

The Truth Inside the Fluff: Catching Lies on College and Job Applications

resume-2-1616792-640x480Have you noticed that people today will stop at nothing to get your attention?  It’s hard to know where the truth is inside all the fluff!

How do you know if you should hire someone, for example?  It takes a lot of work to sift through the marketing spiels people manufacture for their resumes.  On paper, it looks like the person can save the world in a single bound.  You hire them and find out they can’t even save an Excel file.

How many people lie on job applications?

I did a search to look for statistics about lying on resumes and guess what I found instead?  A plethora of articles on how to not get caught lying on your resume.  Wow, lying has become so commonplace that people offer public advice on how to do it better.  The little  research I did find is consistent with these observations.  “A new survey from CareerBuilder of more than 2,500 hiring managers found that 56% have caught job candidates lying on their resumes.Continue reading The Truth Inside the Fluff: Catching Lies on College and Job Applications