Organizations across sectors are increasingly aware that job-specific skill assessment alone cannot guarantee workplace success. Instead, it is a balance between the job skills and personality traits that dictate an individual’s success in a job role, as a team player, and as a part of the larger organization.
In today’s transformative landscape, selecting and developing the right fit for each role is essential. Using personality tests in the hiring process not only proves to be a great way to filter candidates at the screening stage but can also be used throughout employees’ career trajectories to develop them for the right role. Let’s find out how this works.
Measuring personality traits and workplace success
Personality is defined as an individual’s stable characteristics that direct his/her behavior, motivations, and preferences. In addition, these characteristics determine an individual’s adjustment to an environment or a situation. The ability to accurately measure and assess personality traits has immense significance:
- For hiring: Personality traits convey everything you need to know about individuals before hiring them – their skills, values, ability to collaborate, whether they will perform better in a team or as individual contributors, etc.
- For learning and development: Designing learning and development (L and D) initiatives for the workforce takes a whole new meaning with the inclusion of personality trait measurement. Not only can you identify the suitable candidates for development, but you can also design the learning content to greater detail and initiate a higher response from the participants.
- For workforce diversity – Nurturing diversity at the workplace is quickly becoming a key HR imperative as companies realize the value created in a diverse work environment. And the ability to gauge individual work personalities is a prerequisite to achieving diversity.
Truly getting to know a person takes time. But with the limitations of the recruitment interview situation, you don’t necessarily get to see how the person works and what drives them. So, under time pressure – how can recruiters analyze every candidate fairly with just an interview and find the right fit for a role? This is where AI and advanced analytics can mitigate the process. The goal of personality AI is simple – to go beyond a candidate’s work experiences and interview answers to analyze whether the candidate is the right fit based on their personality type.
How can Oto_Qualify help?
Oto_Quality, an AI-powered intelligent non-technical skill assessment platform, is a convergence of technology, psychology, and personality assessment tests. Oto_Quality’s personality assessment tests are a product of extensive research and robust alignment with the big five personality theory, which specifies that people can be described based on their standing on five broad personality traits:
- Extraversion (outgoing/energetic vs. solitary/reserved)
- Openness to experience (inventive/curious vs. consistent/cautious)
- Emotional stability (secure/confident vs. sensitive/nervous)
- Agreeableness (friendly/compassionate vs. cold/unkind)
- Conscientiousness (efficient/organized vs. easy-going/careless)
By asking more questions and comparing responses to millions of previously collected data points, Oto_Qualify produces more objective and accurate results. The platform also provides opportunities to supplement personality tests with other personality assessments. These scales span a broad personality domain and are mapped to an organization’s or job role’s specific performance models. They can also be mapped to behavioral competencies and predict job success optimally. As a result, Oto_Qualify provides unprecedented insights that help you find the right person, design hard-hitting content, and communicate more effectively than ever before.
But here’s the cherry on the cake –
You can use Oto_Qualify’s intuitive platform to measure the personality traits of your star performers and arrive at the most desired traits for different job roles. This means you can now identify the right talent fit faster and with repeatedly high success. A Forbes article on Key HR Trends in the Age of AI – mentions two exciting and significant trends:
- Skill assessment-based hiring is gaining traction – Skill-based hiring is the practice of setting specific skills and competency requirements for a job rather than relying solely on a candidate’s credentials. Today, more Fortune 1000 firms are going on record hiring candidates without a college degree as a requirement. This includes giants like Apple, Google, Bank of America, Chipotle, EY (UK), IBM, and Hilton.
- Workers will trade money for meaning at work – Increasingly, workers are searching for meaningful work, a workplace that aligns with their values, and a supportive and healthy work culture. Workers said they’d be willing to forego 23% of their entire future lifetime earnings to have a job that was always meaningful to them.
With the pandemic and its lasting effects on our professional and personal lives, people worldwide are reevaluating the purpose of work in their lives. As a result, we will undoubtedly gravitate toward more humane employers with a genuine interest in employee well-being and the know-how to skillfully pair people and work roles. And assessing personality traits is a significant step to begin.
- Big Challenges Facing Tech Teams and How to Tackle Them - November 15, 2022
- Protect Test Integrity in Remote Assessments with AI - November 7, 2022
- Skill Gaps in Software Development: How to Identify and Close Them? - October 31, 2022