Personality tests have recently lead to a further enquiry into whether they are the most beneficial way to source talent and, through incorporation into graduate training, evoke innovation once recruitment is complete.
Companies like Reebok and Airbnb are turning to personality tests to find the ideal talent to build the next generation of their workforce, moving away from traditional recruitment and graduate training methods. But how can personality tests help and how can these be incorporated into graduate training strategies?
How do personality tests work for recruitment?
Personality tests use machine learning and predictive analytics, to help predict the success capability of a candidate. Using answers submitted by the candidate during a short online test, a company can measure a number of personality traits, such as rigour, polish, ownership, grit, impact, teamwork, and curiosity.
The results are then matched up to those set out internally, in order to understand how an individual’s qualities would align with that of an organisation. The personality test method aims to streamline a process that can cost a company thousands in HR time and money.
When it comes to businesses that receive hundreds of applicants for a single role, this automated process can remove a considerable amount of the legwork. Using auto response to applications or implementing personality tests as part of the application, HR can syphon out huge numbers of people who are simply not suitable. This system can prove to be more successful than ruling people out simply because of their working experience, education or grades, due to the high numbers of diverse and talented individuals that this immediately removes from the mix.
How can personality tests help businesses plan graduate training strategies?
Using personality tests can help to ensure that you do not rule out candidates due to their grades, background or education, but can also be implemented within graduate training programmes to test your employee’s reactions to particular scenarios or problems.
Alternatively, some employers chose to use psychometric tests alongside other testing methods such as numerical reasoning, verbal, abstract and logical reasoning tests, that, when combined, offer a clear indication of skill levels and capabilities. Specific industries may choose to use further testing methods to build their graduate training strategies, including the use of inductive reasoning for STEM subjects and deductive reasoning testing for determining how candidates will react to set specific cases or scenarios.
These tests are often incorporated into graduate training programmes with the aim to push candidates to develop new methods of problems solving, move beyond their current knowledge and strive for innovative solutions.
There are a huge number of personality and capability tests that are available to employers to use to determine a candidate’s suitability for a role or incorporate into graduate training programmes. Ongoing testing can ensure that your new workforce remains innovative and consistently strive for better, whilst determining if changes need to be made to ensure that your company and workforce work together harmoniously.
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