A person possesses within him several numerous characteristics that influence his behavior and his manner of thinking.
The use of personality tests is widely-spread at present. We find its application in education with the purpose of educational guidance, in recruitment in a company or in the medical sector. The ultimate objective is to make the right decisions and set up action plans respectively. For example, this can help to promote the well-being of an individual within a company.
The evaluation of a person can be carried out via a well-sorted questionnaire. Through a series of questions, those aspects related to the individual can be very well identified. However, an individual’s intellectual aspects will not be put into test.
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The essential characteristics of a personality test
The results of a questionnaire proposed twice to the same individual, must be consistent. This means that they should produce almost the same data. One of the loyalty valuation methods is that of the temporal stability.
Thus, individuals should be able to be classified according to their obtained results. Then, those who have acquired low and high results can be clearly sorted out and distinguished. Here, it is all about the accuracy of the examination.
Therefore, the validity of the examination must be necessarily ensured. It is only then that it can be certified to be measuring exact data and information that is relevant and usable when necessary
The risks of a personality questionnaire
With respect to self-assessments, answers given by individuals can be subjective and opposed to the actual results. For example, certain people may give answers that enhance themselves. Furthermore, the image that people have of themselves may not always be realistic, which in fact, influences the answers.
Reducing Bias and Promoting Fairness Through Standardized Testing
Standardized personality tests play a crucial role in reducing unconscious bias during recruitment processes. Research indicates that organizations using structured assessments experience up to 40% improvement in hiring accuracy compared to traditional interview methods alone. By establishing objective criteria and consistent evaluation standards, these tests minimize subjective judgments based on personal characteristics or stereotypes. However, ensuring fairness requires careful test selection and validation across diverse demographic groups. HR professionals must choose scientifically validated assessments, such as the Big Five model, and combine them with other evaluation methods like structured interviews and skills tests. Transparency in the testing process, along with regular monitoring of outcomes for fairness, helps organizations build more inclusive workforces while maintaining ethical recruitment practices.
Recruiting and examining the character
During recruitment, it is at times inappropriate to examine the candidates solely by their resumes, letter of motivation or through their professional experience. We won’t necessarly be able to evaluate these individuals based on their communicative potential, their commercial and managerial skills or if they are followers or leaders.
In fact, by determining the temperament, one might be able to gather certain specific precise information on the above mentionned aspects and hence classify the candidates accordingly.
An examination can be applied on a candidate intending to join a new company or during an internal mobility within a company. This contributes to define the exact areas of expertise and verify if the candidate is proficient enough for the job.
Determining someone’s character offers the Human resource department a medium of reflection.
The temperament and the working environment
People working in an environment that directly corresponds to their character may give effect to numerous favorable consequences. They will demonstrate a better productive performance level as well as an improved satisfaction and a substantial self-fulfillment.
On the contrary, when individuals perform activities in an environment opposed to their preferences, they they might get stressed, none or poorly fulfilled or performing. In some cases, it can even cause a professional failure.
This is where personality tests come into use, which leads the firms to recruit individuals who are sufficiently adequate with the job offered.
On-line personality tests
Numerous tests aiming to define the character are widely available now on the Internet. Before choosing one, it’s recommended to consider a particular criterion:
- Make sure the test is certified and approved by professionals, preferably by independent members
- Do the test yourself to ensure its quality properly
- Make sure the test has been in use already
Once validated, the test can be integrated into an online survey application and then sent to the candidates via an e-mailing solution or could be directly handed over through a PC or a tablet during the course of the interview. The data is then collected and analyzed in real time.
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Questionnaire de personnalité – Définition, click here