We know that some employers are using personality assessments in the hiring practices, but should this be encouraged? Better yet, how do we help students who may face an assessment during the hiring process?
As SHRM (the Society of Human Resource Management), points out hiring assessments can be problematic for employers. Despite this, many employers use such assessments. Read SHRM’s recent article: Your Hiring Assessments Could Get You In Trouble.
Harvard Business Review published an article, Ace the Assessment, that shares insights on what employers are seeking when they incorporate testing in the hiring process and suggestions for candidates who are asked to complete such assessments. While the article is almost 10 years old, the information remains relevant today.
Let’s take a closer look at what some specific assessment publishers have to say.
For a long time, the Myers-Briggs Company asserted that the MBTI should not be used for hiring. However, in 2023, they published a piece that indicates that there may be a place for personality assessments as one element in the hiring process. Read “Should personality assessments be used in hiring?” that was written by Sherrie Haynie, Sr. Director of US Professional Services at The Myers-Briggs Company.
DiSCprofiles.com, the learning hub about DiSC, clearly states that they do not recommend their assessment for the hiring process. However, they know recognize that some employers to incorporate DiSC in the screening process and give tips on using it appropriate — read what DiSCprofiles has to say. Personality Profile Solutions LLC, the publisher of DiSC, does offer another solution called PXT Select that is validated for use in the hiring process – learn more.
The vice president of sales and customer success at The Predictive Index offers insights on using PI, or Predictive Index, to make good hires. The article offers a peek at the tool and how it can be used.
Bottom line is that assessments and their use during the hiring process are not black and white. Many employers use them and therefore it is important for candidates to know who to approach assessments in the hiring process. Encourage students to ask for more information rather than take the process at face value. For example, a student could ask:
“I’m comfortable taking a personality test as part of the interview process. Could you tell me a bit more about the specific assessment you’re using and how you plan to incorporate the results into your decision?”, or
“I’m interested in learning more about the personality test and how it will be used to evaluate my suitability for this role.”
If a student is faced with an assessment or personality test during the hiring process tell them:
- Be honest and authentic: Answer questions truthfully and based on your genuine personality.
- Ask about concerns: If you have any reservations about the use of personality tests, politely inquire about the company’s rationale and how they ensure the test is used fairly.
- Follow up: If you have any questions after taking the test, don’t hesitate to ask for clarification from the hiring manager.
If they need more help preparing for these situations, feel free to direct them to meet with one of their designated career advisors.
