4 March 2014

The Significance Of Myers Briggs Personality Testing In Recruitment

The most important and challenging task for a recruiter is to choose the most suitable candidate for an available job vacancy, from a large pool of interested applicants. The process not only involves evaluating a candidate on the grounds of educational qualifications, their skill sets and industry experience, but also regarding their attitude and motivation in life.

The aspirations, ambitions and most importantly the individual personality characteristics of an applicant are of great importance, while evaluating an individual and considering them for a job position in a company. The personality of an individual is of great significance, as it assists their future employers to get an idea of their character profile and gauge their potential suitability and success, in the vacant job position. But accessing the personality of an individual is not an easy or simple task. Therefore, in consideration of its relevant importance to the recruiter in making a good employee selection decision, personality tests are conducted on aspiring applicants, to determine whether they possess the personality profile required for the job.

The most popular personality test conducted by recruiters in the industry, is the Myers Briggs personality profile test, which lets the employers understand an applicant’s relative suitability, for a specific job position. Some jobs require an individual to be very social and have great interpersonal skills, while others require a person who is contented to engage in research work and work alone. The preference of individuals regarding their career paths, depends upon their personality types, which has prompted recruiters to realize the importance of this factor and conduct personality tests, in the initial stages of the recruitment process, in order to filter out the applicants not best suited for the job.

The Myers Briggs personality test outlines the character traits prevalent in an individual, which helps to determine the eligibility and potential of the person to engage and succeed in the job. The test assesses an individual on the basis of four facets, namely, extroversion-introversion, judging-perceiving, thinking-feeling, and sensing-intuition. These facets serve to produce a collage of around sixteen possible personality types, and recruiters assess the traits of the applicant, before evaluating him as a good candidate for the available job.

Conducting personality tests in the preliminary stages of the recruitment process, entails a more efficient and refined procedure, with the recruiter only having to deal with and evaluate the applicants, who qualify the personality requirements of a job. As the behavior and attitude of an employee is of prime importance for the smooth working and practice of corporate culture within an organization, recruiters have accepted the significance of conducting personality tests, in order to ensure a best fit candidate choice.

Personality tests are conducted by professionals, who have the knowledge of how to carry out and decipher the results of the test. By adopting the habit of conducting personality tests on the most promising group of candidates, recruiters can and do minimize waste of time, effort and money, and are able to identify the individuals who will be most suitable for the vacant job. It serves to make the selection process more efficient and objective.

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