Why Recruiters Use Personality Assessments To Filter Talent: What Young Professionals Should Know

· Good News

Being a recent college graduate on the hunt for a job in what is a very competitive job market can be overwhelming. According to current HR and recruiting statistics, a corporate job can attract about 250 resumes. Out of these, 4-5 candidates are chosen as a fit and will move on to the next steps. Another study conducted by the Martec Group found that 63% of recruiters say talent shortage is their biggest problem when recruiting talent. So, how can recruiters and HR managers find and recruit the best talent to reduce employee turnover rate, increase retention, and most importantly, keep employees happy and productive? Recruiters try to find tactics such as scientifically proven personality assessments that can make all the difference. We'll touch on the Big Five, the benefits of using personality assessments, and what students should know about these tests.  

The Big Five Model 

The Big Five model is used by psychologists worldwide who believe that each person's personality comprises five main traits or dimensions: extraversion, agreeableness, openness, conscientiousness, and neuroticism. When this model is implemented within a personality assessment, recruiters and HR managers can measure characteristics that the candidate exhibits to a greater or lesser extent, messing with dimensions of personality essential to behavior and performance at work. 

Assessments For Hiring 

Companies want to ensure that they are hiring the right talent. Personality tests that are based on the Big Five Model help measure, based on the candidate's personality traits, which aspects of the job they may excel in, and in which areas they might be lacking. For example, a job description for a Business Development Representative (BDR) requires a candidate with excellent communication skills and exceptional confidence to be successful within the role. However, the personality assessment indicates that the said candidate scored low in trust and communication. Recruiters can then reassess candidates to find the most suitable candidate. 

Benefits of using personality assessments: 

  • Gain a better understanding of candidates. 
  • More easily indicate which aspects of the job the candidate is most likely to excel in. 
  • Match the job description to the ideal type of candidate. 
  • Reduce the chances of hiring the wrong talent. 
  • Reduce employee turnover and increase overall retention. 

Tips for Job Seekers 

Personality tests used within the recruiting process have no right or wrong answers. The company simply wants to know your capabilities, how you'll handle the job and responsibilities, and if you will fit into the company culture. Important takeaways when completing a test to help you in future interviews and the job search: 

  • Realize where your strengths lie and use that to your advantage in future discussions. 
  • Realize areas in which you can improve. For example, if your score is low in networking, what actions can you take to improve? 
  • Help strengthen your resume by adding your strengths to "Personal Skills". 
  • Identify new job possibilities based on scientifically-backed insights.  

Personality assessments are used to benefit both companies and candidates. It's essential to recognize why tests are used and which types of tests are most accurate and backed up with scientific evidence. The Master HR OPTO - Personality assessment is an excellent example of a Big Five Model usage. If you are a student that wants to learn more about our upcoming Career Prep Masterclass designed to help you Prepare for the next steps in your career, open more job opportunities. Sign up here!

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