Personality tests are quite common in recruiting processes around the world already, but at Talent Attract, we have optimized the flow. Instead of sending out test requests late in the process, we enable you to see if there’s a personality match before you have even looked at the application. Cool, right?
When searching for the right match for your open position, personality characteristics play a huge role. No personality traits can be characterized as good or bad - but different teams and tasks require different characteristics. For example, you could prefer a salesperson to be motivated by teamwork, or maybe you prefer a salesperson who is motivated when left to her or his own devices. So, the personality traits in question should largely depend on the task at hand. What are the tasks and how are they solved? Focusing on soft skills such as personality characteristics indeed plays a huge role.
The underlying personality test, that we use, is our own, optimized version of the well-known test, DISC. You can read more about the test below.
What is DISC?
DISC is a personal assessment tool to help improve teamwork, communication and productivity in the organization. It provides a common language that helps us understand each other and those we interact with.
Personality plays a significant role in deciding whether a candidate has the enthusiasm and motivation that the hiring team is looking for. This knowledge can help create more diverse teams and reduce conflicts as well as improve working relationships.
DISC is an acronym for the four main personality profiles described in the DISC model: Dominance, Influence, Steadiness and Conscientiousness.
A personality trait is assumed to be an enduring characteristic that is relatively constant instead of the current temperament of that person which is not necessarily a stable characteristic.
The results based on the questionnaire gives an indication of behavioural traits that are relatively constant. This does not mean that you only fit in one box. All people have diverse behavioural traits, but some are more common than others. Just because a candidate is mainly in a D-profile area, it doesn’t mean that the candidate can’t have behavioral traits in the S-profile area and so on. It all depends on the situation.