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Question: Should I use personality tests for recruiting/developing employees? Why or why not?

Yes: You Can Help Employees Communicate

“I’m a big fan of the Myers Briggs Personality test when it comes to developing employees. By understanding their personality types, I’m able to better grasp their communication style and how our two personalities can work well and develop together. I also share my personality type with the team so that they get a better sense of what makes me tick.”

Yes: You Gain a Better Understanding of Your Team’s Strengths

“At ZinePak we had everyone on our team take the Strengths Finder 2.0 test. Not only did we as supervisors see the answers, but we had each team member share their results. Creating an internal understanding of what one’s strengths and weaknesses are is key to developing teamwork. Transparency allowed team members to help one another in areas where they know others might struggle.”

Yes: You Can Gut-Check First Impressions

“Absolutely! We use the DiSC system, which outputs incredibly insightful details about the person, how they work and what motivates them. It also tells us key features of their personality. So, for example, if the person is applying for an accounting position and they’re not detail oriented — that’s bad. Personality tests are a great supporting tool that help us gut-check our impressions.”

No: You Should Use Your Team’s Judgment

“It’s great when your company is growing, but it can also be a headache to determine which candidate is the best fit when recruiting. The most accurate way to know if someone’s the right fit for the team is simply by asking your team. After formal interviews, ask the candidate to meet for coffee with the team so they can interact in a relaxed setting and determine the candidate’s compatibility.”

Yes: Better Interviews, Better Teams

“Personality tests don’t predict job performance. But you should still use them because they can help you get a better sense of who your applicants are, and they’ll help you have more productive and insightful interviews. They’re also incredibly useful when it comes to managing employees and communicating or collaborating within teams.”

No: You Should Test for Skills

“Personality is important, but at the end of the day you have to be confident that the employee can perform the job. Rather than relying on personality tests, develop your own tests that target the specific skills the employee should possess. Give prospective employees the opportunity to prove their prowess on tasks that they will need to perform on a daily basis should they be hired.”

Yes: You Can Find Synergy

“While it’s important to find competent employees, it is equally important to hire those individuals who are compatible with one another, will work well in your pre-existing team and who share similar ideas and personality traits. This will foster an environment of good critical thinking while reducing friction, mitigating possible conflicts and ensuring your team is built for success.”