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Top 10: Pre-Hire Personality and Behavioral Assessments

Top 10: Pre-Hire Personality and Behavioral Assessments
From Recruiter - August 26, 2016

1. The EQ-i 2.0

Created by Multi-Health Systems, Inc., the EQ-i 2.0 may be the best way to assess a candidates emotional intelligence. The assessment breaks down a persons overall EQ score into five composite scores and 15 subscales, which include things like emotional expression and problem solving. This allows for the assessment to produce truly granular pictures of potential hires.

Workplace psychologist Christine Allen, Ph.D., told us she uses the assessment often. She noted one case in which results from the EQ-i 2.0, in combination with other assessments, helped a company she worked with [prevent] a preferred candidate who may have significantly derailed from getting the position.

At their best, this is exactly what personality assessments should help employers do: make more nuanced decisions about who is truly a good fit.

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2. The Workplace Big Five

Also recommended by Dr. Allen, the Workplace Big Five, which is produced by the Center for Applied Cognitive Studies, takes the widely used five-factor model of personality and applies it to workplace situations. The test only takes about 10-15 minutes to completewhich is great news for candidatesand despite its brevity, it produces fairly complex pictures of peoples personalities.

By presenting an individuals personality in terms of 5 supertraits and 23 subtraits, the Workplace Big Five can give employers a look at how a given candidate might act in certain work-related situations, thereby allowing employers to make better predictions about whether or not said candidate will thrive in their workplace.

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3. The Predictive Index

Aaron Dyess, the president of marketing agency Captevrix, recommended The Predictive Index (PI) because its simple evaluation processpaired with the industry-leading results have helped [him] evaluate and select not only qualified employees, but employees that fit the personality of [his] workspace and job requirements.

Dyess also praised the ease of administrating and interpreting the PI: The analysis takes a candidate approximately 10 minutes and delivers quantifiable data I use to assist in hiring. This was important to me, as I did not want to be overwhelming with personality tests. I wanted something that didnt feel intrusive [but] still provided me with the data I needed for hiring decisions.

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4. The SHL Occupational Personality Questionnaire

One of the most established workplace personality assessments, the SHL Occupational Personality Questionnaire has been around for more than 30 years. Now owned by CEB, the questionnaire helps employers identify behaviors that directly impact job performanceand candidates who are most likely to be dependable workers based on these behaviors.

Marc Prine, director of consulting and assessment for consulting firm Taylor Strategy Partners, told us that the questionnaire was one of his preferred assessments because it does a great job measuring behavioral tendencies.

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5.Hogan Development Survey

Heres another one recommended by Prine: the Hogan Development Survey, which purports to uncover the dark side of peoples personalities.

Its not actually as sinister as it sounds: the survey looks at qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples chances of success, according to Hogans website.

So the point isnt to uncover supervillains in waiting; its to help employers mitigate risks and identify ways in which they need to support their employees to ensure they succeed.

We all have our dark sides. The Hogan Development Survey helps us better understand what they are areand how we can overcome them.

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