"The business of personality is big and growing." This is especially true of recruitment, but how do you measure personality when it comes to choosing a new hire? There are a lot of ideas and tools that claim to help but they may be more useful used together than relied upon individually.
There are several psychometric tests, with various acronyms, which aim to place an individual within a certain group of labels or personality indicators. You can measure introversion, agreeableness and neuroticism to name just a few. These can help to predict and understand a person's motivations or manners of social interaction: information that can be very helpful when making a recruitment decision.
The problem with these tests, however, is that people are too complex to place in such distinct types. The risk of oversimplifying can lead to discriminatory judgments and false assumptions about certain types being better suited to success. Video interviewing allows you to place those indicators back into the context of the person concerned. You can see how tendencies reveal themselves, and where an individual veers away from the stereotypes of their measured type.
Another possible risk of personality tests is that people will sometimes try to tailor their answers to fit the type they think an employer is looking for. As the recruiter, however, you have no way of knowing if this is the case. Combining the tests with video interviewing lets you match test responses against their presentation in a qualitative rather than quantitative selection assessment. That way you can weed out those not truly suited to the role before final interview.
Personality and psychometric testing are popular because they are genuinely useful but they do not always give you the whole picture. Video interviewing is also on the increase but does not offer the distinctive and comparable categories that some recruiters want. Together, however, they can offer a holistic measure of personality, which can lead to better hires and fewer costly mistakes.
What is your take on personality testing?