Using Pre-Employment Personality Tests as a Hiring Tool

By: Insperity Staff
August 26th, 2011

“I feel the benefit of using pre-employment personality test assessments as a hiring tool is that it can be useful in eliminating bias,” says executive coach and trainer Regina Barr, founder and CEO of Red Ladder, Inc. ”However, it’s critical that the right process be used to help ensure that you hire the best candidates while complying with applicable laws.”

Consider the following tips for choosing and using the right pre-employment personality assessment tool for your needs.

1. Above all else, make sure the assessment tool you select is EEOC compliant.
2. Ensure the assessment is scientifically validated and will provide accurate results, says Peter Demarest, general partner of Axiogenics. “Otherwise, you will be making hiring decisions on potentially inaccurate information.”
3. Make certain the assessment can produce measurable results and includes a method for analyzing those results. Insperity Employment Screening uses the CLUES method to measure an individual’s cognitive and interpersonal competencies:
   1. C onscientious
   2. L ikeable
   3. U nconventional
   4. E xtroverted
   5. S table
4. Administration of pre-employment personality testing should be conducted in person, rather than online.

When used in conjunction with telephone and in-person interviews and other recruiting and employment screening tactics, pre-employment personality tests can be a very valuable hiring tool. For more information regarding a full range of recommended recruiting tools and employment screening services, contact a business performance advisor at Insperity.

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