According to SHRM, about 60 percent of workers are now asked to take workplace assessments to help boost understanding and improve collaboration among teams. We do the same here at PerkSpot, but a recent colleague brought to my attention that specific personalities don’t always dictate how you work. Using her as an example, Alissa is an introvert through and through, but when it comes to her work, she enjoys building relationships with new people and getting to engage with clients over the phone and in person. Being an account manager is not a typical role for most introverts, however, she’s shared how this experience has been challenging and rewarding, but also a natural fit for her. Perhaps you’ve experienced something similar within your own organization, where an extrovert is great at crunching numbers and heads-down work, while your introverts thrive in sales roles.
Does this mean we are overestimating the power of personality? Should we allow personality tests to dictate how we collaborate on projects? Are they still valuable to the hiring process?
Some of the most common tests include Myers-Briggs Type Indicator, StrengthsFinder and DiSC. There are mixed reviews from HR professionals about the accuracy of personality assessments and how seriously we should take the findings. Some of the positive results include gaining a deeper understanding of a candidate’s (or colleague’s) strengths and weaknesses, their communication styles, and how these play into their overall role within their team. And while personality tests can be great at viewing commonalities among personalities, remember that these tests should be taken in broad scope, just as you would a horoscope. The flip side is that they often don’t take into consideration motives, values or even working styles. The way a person interacts inside the office could be very different from how they function socially, and it will take more than a piece of paper to prove that.
Get Personal with Personality
If you’re on the fence about whether a personality test might be right for your team or as a new addition to your hiring process, consider what other pieces of the puzzle might be missing. Personality tests can be great, but they should not be taken as a stand-alone tool when assessing candidates. When hiring, look for candidates who not only fulfill your requirements, but also add value. When assessing a team member, use personality tests alongside other team building exercises to understand how each person functions on an individual level. The key is to get personal with personality and treat each person as an individual, not as an answer to a quiz.
Do you currently use personality tests in your hiring process or among your team? Share your experience in the comments.