The Benefits of Using Personality Tests in Making Selection Decisions

1661 Words Sep 22nd, 2013 7 Pages
Personality is a combination of feelings, thoughts, desires action tendencies and intentions that make up significant aspects of individuality (Ahmetoglu and Premuzic, 2012). Personality tests are created to measure these characteristics. A number of assessments gauge a wide array of vast characteristics. Different assessments offer varied approaches to measure personality since they are developed uniquely according to the author’s perspectives. However, some elements are so common, they appear in most approaches. Since the components o personality are intangible and cannot be gauged directly, psychologists rely on a person’s personal reports of their thoughts preferences, behavior and feelings to arrive at their personality. The answers …show more content…
A salesperson who does not know how to interact with people may not meet the targets, which may lead to under performance. Therefore, the personality tests come in handy when looking for people to fit in certain positions that would are performed better by people who bear certain characteristics (Hart and Sheldon, 2007).
This is the basis for using personality tests in selection. Other than helping a person be better suited in a certain line of work, the right personality helps a person enjoy his or her job which translates to motivation and better performance. When a corporation keeps hiring people who are not well suited for the positions they occupy, it does not get optimum results. In addition to this, employees are more likely to keep quitting due to frustration or get fired for under performance. This means that there are always interruptions and additional costs of advertizing and filling up of vacant positions. With accurate personality tests, executives are not only able to place people who are more likely to perform better and enjoy the job; but also those who have a higher probability of remaining in the slot.
Personality tests are a strong predictor of a prospective employee’s performance and are sometimes superior to interviews. They also have a capacity to demonstrate minimal potential for extreme impact compared to cognitive ability tests. This is the

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