Personality assessment is a vital part of recruitment because companies require skilled, talented, and sincere, dedicated, and most of all trustworthy individuals who share the company’s vision and work on its mission.

The necessity of personality assessment is a crucial step while hiring the candidates for the required job. These tests help the company figure out some traits about a candidate in a stipulated time. This helps them understand if the candidate is suitable for their job position.By learning the personality type of the candidate, they can be placed in the suitable department. For example, a person who has the personality of an extrovert can be placed in sales and marketing so that they can progress in those fields and lead to all round development of the company. The traits can be utilized to optimize the productivity and profit of the company.

Subjective method of measurement-

The candidate is observed on the type, amount, and related information that he/she supplies. They have the permission of disclosing information about themselves that will be carefully scrutinized by recruiters for authenticity and familiarity purposes. Usually, the discussion is based on previous personal experiences, attitudes, traits, aims, needs, and interests of the concerned individual.

  1. The autobiography-The candidate is either asked to freely narrateabout themselves or the recruiter provides a few subject headings or topics for narration. These topics usually consist of his opinion on some sentences, his experience throughout life, his present aims, and interests. The candidate can choose to reveal testimonials that are relevant to the job and strategically place his strengths to impress the recruiter. However, false projections about oneself can prove to be detrimental in the future of the candidate in the company. Hiding parts of the personality that can cause a false impression on the recruiter.
  2. The case history- This part of the assessment depends on the autobiography. There are some facts that are deduced from all background checks about the candidate. All the information procured from the respective sources is integrated to form a folder or a file of information. This includes many interviews with the candidate and the people who know the candidate. The components that constitute the case history are the information of the candidate’s family, home background, his medical history, his educational career, his previous profession, and recommendations from previous employers.
  3. The interview- This is an interaction between the recruiter and the candidate. The recruiter asks a set of questions to comprehend the kind of candidate they are dealing with. This pre-decided outline is used as a reference to assess the strengths and weaknesses that are apparent from the candidate’s body language and content contained in their speech.

    It is observed that only highly experienced recruiters can conduct unrestricted interviews. The points of assessment include the number of correct answers, the dogmatism with which the news is expressed, the interest shown by the candidate, vocabulary, incidental references, and his hesitations. However, the disadvantage of this method is that it is not as valid, and it is relative. Moreover, it is possible for the candidate to lie in the interview.

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