Personality Tests for Temp-to-Hire Staffing
Author: TriStarr
Acing the Test: Using Personality Tests for Temp-to-Hire Staffing
Personality tests date back at least a century and run the gamut from the DISC (Dominance, Influence, Steadiness, Conscientiousness) personality assessment to the Myers-Briggs Type Indicator (MBTI) first published in the early 1960s.
While the tests vary in their metrics and language, with some categorizing people’s personalities in broad terms and others in detail, the goal of personality tests is to discover what the American Psychological Association defines as, “the enduring characteristics and behavior that comprise a person’s unique adjustment to life, including major traits, interests, drives, values, self-concept, abilities, and emotional patterns.”
Why is that important when a company embarks on meeting an employment need with temp-to-hire staffing? Because personality is a key component of a person’s preferences and behavior, which in turn influences job performance. In short, personality can determine if an individual has a natural affinity for a job and will be good at that job because their personality and interests line up with the job requirements/description.
What is a Personality Test?
Personality tests are a tool where people self-report their thoughts and opinions, often by responding to a questionnaire (as opposed to dialoging.) The questions are designed to systematically seek and gather information about a person’s motivations, likes, dis-likes, interests, emotional make-up, and social interaction tendencies.
A personality test used for temp-to-hire staffing purposes distills this information in a way that starts the process of learning about a candidate’s soft skills – like dependability, the ability to be a team player, problem solving and communication.
What’s the Best Kind of Personality Test for Temp-to-Hire Staffing?
Not all personality tests are appropriate for assessing candidates in the temp-to-hire staffing process. For instance, MBTI explicitly states that its assessment can help identify the strengths and development areas of existing employees but should not be used for hiring.
Make sure to use a test that is specifically designed for hiring, and not one that’s simply a standard test that measures psychological types. According to the U.S. Office of Personnel Management, “the personality traits most frequently assessed in work situations include: (1) Extroversion, (2) Emotional Stability, (3) Agreeableness, (4) Conscientiousness, and (5) Openness to Experience.”
These personality traits, which are often referred to as the Big Five, align with characteristics that employers seek in temp-to-hire staffing. In fact, once a candidate is working in the position, managers who are observing soft-skills, like communication, can tie these skills back to what was learned in a personality test. If the candidate tested high on Extroversion, then the manager can expect more conversation at meetings and verbal processing about ideas.
If a personality test is going to be used for temp-to-hire staffing decision, the test must be reliable, with data to back that up. Finally, the test needs to measure what it asserts it measures, with the documentation to back up the claim that it can predict candidate suitability and performance.
When Should an Employer Consider Using a Personality Test in Temp-to-Hire Staffing?
The goal of a personality test, when used as part of the interview process, is to learn about specific personality traits in order to assess the candidate and if they are a match for the company and the job. If a person is introverted and the position is in sales, and the company full of extroverts, they might not be a good fit for the job or the company culture.
On the other hand, if the sales business unit needs a team member who can actively listen and document, and organize information about the sales team, that introvert might be a great match.
One way employers can effectively use a personality test in temp-to-hire staffing is for jobs that require more than a set of skills, but an extensive set of soft skills which can be harder to measure in one or two interviews. At TriStarr we often use a personality test when people apply for management or leadership positions. It helps us match candidates with positions and companies where both sides flourish.
Personality tests are a tool, like many others we use, that can cut down on recruitment costs (and time) and help with employee retention. When used in conjunction with resume and work sample reviews and interviews, a personality test can help you get the right person in your temp-to-hire position.
As one of the top recruiting agencies in Central Pennsylvania, TriStarr specializes in legal staff, accounting, IT, and human resources placements. Our services also include recruiting for professional and management roles and temporary staffing. Make a talent request on our website or call us at 717-560-2111 for more information.
Acing the Test: Using Personality Tests for Temp-to-Hire Staffing
Personality tests date back at least a century and run the gamut from the DISC (Dominance, Influence, Steadiness, Conscientiousness) personality assessment to the Myers-Briggs Type Indicator (MBTI) first published in the early 1960s.
While the tests vary in their metrics and language, with some categorizing people’s personalities in broad terms and others in detail, the goal of personality tests is to discover what the American Psychological Association defines as, “the enduring characteristics and behavior that comprise a person’s unique adjustment to life, including major traits, interests, drives, values, self-concept, abilities, and emotional patterns.”
Why is that important when a company embarks on meeting an employment need with temp-to-hire staffing? Because personality is a key component of a person’s preferences and behavior, which in turn influences job performance. In short, personality can determine if an individual has a natural affinity for a job and will be good at that job because their personality and interests line up with the job requirements/description.
What is a Personality Test?
Personality tests are a tool where people self-report their thoughts and opinions, often by responding to a questionnaire (as opposed to dialoging.) The questions are designed to systematically seek and gather information about a person’s motivations, likes, dis-likes, interests, emotional make-up, and social interaction tendencies.
A personality test used for temp-to-hire staffing purposes distills this information in a way that starts the process of learning about a candidate’s soft skills – like dependability, the ability to be a team player, problem solving and communication.
What’s the Best Kind of Personality Test for Temp-to-Hire Staffing?
Not all personality tests are appropriate for assessing candidates in the temp-to-hire staffing process. For instance, MBTI explicitly states that its assessment can help identify the strengths and development areas of existing employees but should not be used for hiring.
Make sure to use a test that is specifically designed for hiring, and not one that’s simply a standard test that measures psychological types. According to the U.S. Office of Personnel Management, “the personality traits most frequently assessed in work situations include: (1) Extroversion, (2) Emotional Stability, (3) Agreeableness, (4) Conscientiousness, and (5) Openness to Experience.”
These personality traits, which are often referred to as the Big Five, align with characteristics that employers seek in temp-to-hire staffing. In fact, once a candidate is working in the position, managers who are observing soft-skills, like communication, can tie these skills back to what was learned in a personality test. If the candidate tested high on Extroversion, then the manager can expect more conversation at meetings and verbal processing about ideas.
If a personality test is going to be used for temp-to-hire staffing decision, the test must be reliable, with data to back that up. Finally, the test needs to measure what it asserts it measures, with the documentation to back up the claim that it can predict candidate suitability and performance.
When Should an Employer Consider Using a Personality Test in Temp-to-Hire Staffing?
The goal of a personality test, when used as part of the interview process, is to learn about specific personality traits in order to assess the candidate and if they are a match for the company and the job. If a person is introverted and the position is in sales, and the company full of extroverts, they might not be a good fit for the job or the company culture.
On the other hand, if the sales business unit needs a team member who can actively listen and document, and organize information about the sales team, that introvert might be a great match.
One way employers can effectively use a personality test in temp-to-hire staffing is for jobs that require more than a set of skills, but an extensive set of soft skills which can be harder to measure in one or two interviews. At TriStarr we often use a personality test when people apply for management or leadership positions. It helps us match candidates with positions and companies where both sides flourish.
Personality tests are a tool, like many others we use, that can cut down on recruitment costs (and time) and help with employee retention. When used in conjunction with resume and work sample reviews and interviews, a personality test can help you get the right person in your temp-to-hire position.
As one of the top recruiting agencies in Central Pennsylvania, TriStarr specializes in legal staff, accounting, IT, and human resources placements. Our services also include recruiting for professional and management roles and temporary staffing. Make a talent request on our website or call us at 717-560-2111 for more information.
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