The personality inventory test, which is a widely used method in the recruitment process by the human resources department today, is a very valuable test that allows the candidates applying for the positions requested by the business to be objectively evaluated according to predetermined criteria and to conduct personality analyzes correctly.
Recruitment process, which is one of the main duties of HR departments, is a process that includes meeting the right personnel with the right duties and authorities. The HR department uses the personality inventory test, which is a scientific method, in order to be able to make the right decision among people whom they do not know before.
The Personality Inventory Test is one of the behavioral assessment tools that can help assess the personality traits of candidates. This test gives information about an individual's social characteristics, motivations, strengths and weaknesses, and attitudes. These factors are believed to play an important role in determining the duties and responsibilities that will be appropriate to the personality of the individual.
Personality inventory tests are frequently used these days by employers and human resources to help them make the right hiring decision. It is decided whether the candidate will be right for the position by evaluating the personality traits of the candidate and considering criteria such as the comparison of his characteristics and skills with the requirements of the job. Therefore, personality inventory testing helps to reduce the cost of the recruitment process.
The personality inventory test helps the person to be measured in the recruitment processes according to criteria such as social skills, analytical, communication and organizational ability and to be assigned to the right job and responsibilities according to the results obtained, while helping the person to map in the in-service trainings to be provided.
Thanks to this test, which is widely used today, the business and HR department get to know the employee better and benefit from this data in the decisions to be taken in the future.
There are different types of personality inventory tests with unique characteristics. Employers and HR personnel can seek expert help in determining which personality inventory test to use. Most personality assessments
Myers-Briggs Type Indicator (MBTI): The Myers-Briggs Type Indicator personality test is popularly known as the MBTI. It was developed by the mother-daughter duo Katherine Briggs and Isabel Briggs Myers, based on psychiatrist Carl Jung's theory of personality types. The result of the MBTI reveals the candidate's personality type and how well-suited they are for that position. It helps HR personnel to make the right hiring decision confidently and quickly without any bias.
16PF: This personality test was developed by British psychologist Raymond Cattel and is referred to as the 16PF Questionnaire. The model has sixteen variables representing personality traits. It is a reliable and validated tool that is highly effective in unlocking potential, confirming suitability and identifying development needs.
NEO Personality Inventory test: It is a psychometric test tool, also known as the 'Big Five Personality Test'. It gets its name from the fact that it examines five different areas of personality to get an accurate measure of an individual's character. It is used as a general personality test tool and as part of a pre-employment assessment.
The personality inventory test may vary according to the sector and position where the workforce will be assigned. For example, while analytical thinking skills are sought for a software developer, organizational skills are at the forefront for a manager. The test to be applied is shaped according to the needs. In this way, the personality inventory test allows to obtain more accurate data.
While analyzing the test results, criteria and personality types suitable for the predetermined position are taken as basis. In order for the analysis to be carried out, the HR personnel must first convert the candidate's data into numerical data and report it. By comparing the numerical data in the report with other candidates, the candidate with outstanding features is determined more easily.
The important point here is that the HR personnel make an objective comment in line with the expectations of the business. Candidates' answers are not evaluated as true or false.
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