Our CEO, Jordan Edelson, was once again recently quoted in an article from a group of YEC entrepreneurs regarding his opinion on personality tests and whether he considers them to be useful for companies and startups. Check out a snippet of the article below!

 

How Useful Are Personality Tests in the Workplace?

 

The use of personality tests during the hiring and onboarding process has grown in recent years, but it hasn’t come without controversy. Proponents of these assessments believe the results can uncover deeper insights into a candidate’s cultural fit, while naysayers argue that using them as a critical hiring factor disregards a person’s practical skills and experience, and could ultimately encourage biased decisions.

 

So what are the viewpoints of entrepreneurs on personality tests at work? To find out, we asked 13 experts at Young Entrepreneur Council the following question:

 

Q. What are the merits and flaws of personality tests? Are these tests something that businesses should do?

 

1. Results help team members work together better 

We all have our PI results hanging on our office doors or desks. Personality tests help team members better understand how to interact with each other. For instance, if the results show someone has a strong need for structure, we know they like set meetings as opposed to “Let’s talk about it when we get to it.” It reminds us we are different but can still work together. — Nick Friedman, College Hunks Hauling Junk & Moving

 

2. Assess cultural fit during the interview phase 

When recruiting new candidates, we use assessments in the interview phase. The results provide us with insight regarding their skills for the particular role they are applying for, as well as their personality strengths and flaws. With this, we are able to better understand if the applicant is well-suited for the job and if they will be a successful member of our larger team. —Firas Kittaneh, Amerisleep

 

3. Keep the value of personality tests in perspective 

Personality tests can be helpful and informative, but we have to keep the results of these tests in perspective. Be careful not to pigeonhole people based on test results. Using tests like the Culture Index may help you select someone for a job they are best suited for, but don’t underestimate the value of mentorship in bringing people along in areas where the tests might perceive deficits —Robert Hilliker, The Lovett Center

 

4. Use test results as one piece of data

Hiring is similar to getting married after a couple of dates. Selections need to be made quickly, without the opportunity to know a person beyond an interview. Personality tests can be quite valuable, because they provide deeper insight into candidates who may not have otherwise come to light. Use them, but treat the results as “one more component to the puzzle,” rather than a be-all and end-all. —Jackie Ducci, Ducci & Associates

 

5. Test regularly to gauge where people are at a given point in time

These tests ask questions to gauge where you are in your life; your answers are based on that moment. Our company offers a new test each year, and we take them to help us talk through communication and management techniques (since we are all remote employees), to help us learn more. The key to remember is tests don’t define you, but provide a snapshot of you at one moment in time. —Amber Lowry, Syssero

 

6. Evaluate personality fit through performance reviews rather than tests 

Personality tests are very difficult to interview for. They usually point out more flaws than merits, from my experience. I find performance reviews after someone has been hired and has worked for a set amount of time are better indicators of how one’s personality works within an established company culture. —Jordan Edelson, Appetizer Mobile LLC

 

To read the entire article, visit: https://www.allbusiness.com/personality-tests-workplace-118651-1.html

 

 

If you’d like to learn more about mobile applications and our company, feel free to contact Appetizer Mobile today!