The popularity of personality tests is growing among HR professionals. However, there are still some misconceptions regarding what personality tests can be and how they should work.
There are many personality traits that can be measured, but the most common one is the "Big Five" or the "Five Factor Model. These are the five dimensions which consistently emerge in empirical studies: Agreeableness. The concept of personality traits has become quite popular. This replaces an older view of personality that was developed by Carl Jung. It centered on the idea that people could be classified into two distinct types. Types A or B were either introverts or extroverts. The growing evidence proving that the personality traits model doesn't adequately reflect the complexity of human personality is leading to more acceptance of the traits model in personality research.
Research has shown cognitive aptitude tests are much better at predicting job performances than other common hiring criteria. Aptitude testing is twice as predictive for job interviews, three to four times more predictive for experience and four to five times more predictive than education level.
There are many personality traits that can be measured, but the most common one is the "Big Five" or the "Five Factor Model. These five dimensions are the most consistent ones in empirical research. The idea of personality "traits", which is now quite widely accepted, is replacing an older paradigm about personality "types" that was created by Carl Jung. It based on a view regarding personality that categorised people as either introverts or extraverts, thinkers or feelers, Type B or Type A. The traits model is becoming more accepted in personality research due to growing evidence that does not adequately reflect the subtleties of human personality.
Figure 2 shows that the traits model is being accepted by personality researchers. There is increasing evidence to suggest that a rigid dichotomy among two types of traits does not accurately describe the nuances and personalities of humans.
Figure 1 shows that aptitude tests are four times more predictive of job performance than job interviews.
Personality tests will answer the question, "Will the candidate be comfortable in this situation?" What behavioral traits are necessary to be successful in this position? Personality tests don't have an answer. These tests evaluate the degree to which people exhibit relatively long-lasting behavioral traits. These traits can be used to help employers determine if candidates will fit the company's culture and job requirements.