Prior to using an occupational personality test have a look through this checklist. great{with}talent offer these must-do things before offering any psychometric assessment during recruitment.

Things You Need to do Before Using a Personality Questionnaire

Before using any psychometric tests, recruiters need to consider a number of points. These ensure the use of aptitude tests are ethical, i.e. its use will not have a negative impact on a candidates’ well-being.

Furthermore that the personality quiz adds value. This will make sure that the personality questionnaire is being used effectively.

The checklist below is to help ensure you have taken all the necessary steps before using psychometric tests. If you can’t say ‘Yes’ to all of these questions, you should review your decision to use a personality questionnaire.

Read: Introducing 360 Degree Feedback Questionnaires in Your Organisation.

Personality Questionnaires Checklist

Have You Got a Clearly Defined Set of Ethical/Best Practice Guidelines in Place for Your Aptitude Test?

• The following points should feature within your psychometric test guidelines:
• Have you properly reviewed the job to understand how a personality questionnaire will add value to your selection process?
• Have you defined how different scales relate or link to job competencies and responsibilities?
• Have you created some key questions to explore during the feedback interview? The FindingPotential website has some supporting material in this area.
• Is the questionnaire to be used as part of the decision making process (i.e. not the primary or only source)?
• Are the people giving the feedback properly briefed to do so?
• Have you put in place a process to ensure a candidate has the opportunity to gain additional feedback and understanding?

Contact great{with}talent and try their free psychometric tests online called FindingPotential.

[youtube=http://www.youtube.com/watch?v=XjxCe_g69LQ&w=560&h=315](Main image from Collin County Community College)