Have you ever used personality profiles to hire people and how did they work for you?

I’ve never used one. It didn’t feel right to me.

Those things work no better than tea leaf readings. I’ve been on both sides of this issue, as employee, and as employer.

If you want a group of homogenized people all into the exact same things, you can perhaps tailor the test to accomplish that. But outside that, they accomplish very little, and can be quite destructive… preventing you from hiring key people.

The tests do not take nuance into account, and when two differently worded but similar questions are asked, a bright personality can be interpreted as “a liar” by the test.

The tests are also heavily skewed to benefit people with “champion” personalities… which result in a staff top-heavy with one single personality type, which is actually not very healthy for a business, nor does it mean the staff is truly full of champions.

I’d place no more faith in professional personality tests, than in the silly ones you see in Parade and other so-called women’s magazines.

The personality profiling [such as it is] is done at the interview.

That’s about as useless as the urban legend of the CEO of JC Penney taking an interviewee out to lunch and, when he noticed the candidate season his food before tasting it, ended the interview. How presumptuous! The guy could’ve been a regular customer there and KNEW he needed to add salt and pepper to his favorite dish…

NOTHING beats a face to face evaluation of a person. The resume and references are helpful supports in the interview process, but if you rely simply on some arbitrary test someone came up with years ago, YOU should be fired!

@stratman37 if you are speaking to me, I maybe did not make it clear, the interview is the assessment of the candidate, or for sake of this thread “personality.profile.”

No no, not at all. I was just trying to answer the original question.

I do best with face to face but a lot of multinational companies use the profiles and say they give it about 30% and that it can be a tie breaker. Also was interested in how it works when they are used to ‘improve’ company dynamics. In legal cases they are used to assess someones mental fitness such as determining if their injury is psycho social etc…what I find is innocents get caught out and misrepresented while the manipulators have already determined how to beat the test and the system…

No, just structured interviews.