We were recently asked by a visitor to this blog: If you add personality assessments such as Hogan Personality Inventory to your hiring program, is it likely the assessment might lead you to miss a “great” employee or hire a disaster employee?
In our experience, no, that's not likely at all. That’s the attraction of testing. You reduce the likelihood of such extreme things happening.
With that said, no test is 100% accurate. It always possible that someone who could do a job could be missed, and someone who will fail at the job could be hired. The same is true with any selection procedure you might use. This is the primary reason that you must always use multiple selection methods when hiring. For example, one of the primary advantages of testing and assessment is that you can see very quickly where the candidate may have problems, and then interview to either confirm or deny that the problem area is real.
For more information, see our previous posts on this subject:
The Competency Connection
Job Candidate Personality Testing: What Can a Hiring Employer Expect?
