Human resources managers utilise personality tests to attract and manage employees. Professional communication is the goal of this strategy.
Behaviour analysis techniques like business personality assessments predict a person's professional behaviour. HR uses them to recruit and ease corporate management. Their primary interests?
Employee interpersonal skills can be assessed via personality testing. They anticipate team members' behaviour and contributions.
This test also lets the recruiter determine if the profile can rapidly integrate into a team and work well with others.
If the profile has trouble working in a group, seeks to impose his ideas, or doesn't like criticism, he may have relational difficulties. The recruiter or management needs these elements to analyse the interviewee and make decisions.
Everyone has soft skills besides professional ones. These are personal skills that are typically advantageous in business. It can be empathy, perseverance, flexibility, autonomy, adaptation, or a good attitude.
Some people are skilled at conflict prevention and management. Depending on the position, recruiters may value certain talents. Corporate personality assessments can detect said skills in analysed profiles.
Company applicants have different motivations. Their past experiences and professional level may determine whether they want fair pay, professional security, or a decent work-life balance.
The recruiter can assess their commitment and investment in each mission by analysing their reasons. Positioning them will be more or less preferable after such a study.
Personnel can also evaluate each profile's stress tolerance, emotional management, and pressure resistance using personality tests.
How to assess job applicants' personalities?
Personality testing can help with hiring and adapting management to team differences.
Depending on the goals and structural policy, these exams might take many shapes. The DISC and OCEAN tests will be discussed here.
The DISC test categorises applicants or team members by their most notable trait: dominant, influential, stable, or conscientious. Colours (Red, Yellow, Green, and Blue) help establish a person's prevailing behaviour.
HR managers can take DISC training to analyse profiles and test results. This includes assessing applicants' abilities, weaknesses, and attitude towards a challenge or situation.
DISC training allows analysis of each personality profile's voice, gestures, and phrases. This training also improves your ability to spot incompatibility, neurosis, and stress-related behaviours.
Studying these aspects reveals each candidate's personality strengths. The manager can give the applicant a self-assessment questionnaire.
The latter must identify his most characteristic answer to things like “I deserve to earn more”, “I am honest” or “I have ambition”. The questionnaire answers are formulas (“disagree at all”, “agree moderately” or “agree completely”).
Writing surveys and interpreting data for personality tests requires preparation. This preparation should include DISC training. Whether to improve team communication or find the best candidates.
Besides studying behavioural aspects, training helps you build relationship agility and leadership skills. You will also learn how to mobilise employees' personal resources and adapt your management style to staff.