Everyday employer’s strive to hire individuals for their company who demonstrate various different characteristics and will be an asset to the company. During an interview and hiring process, it is common that employers try to learn as much about a job candidate as possible in order to ensure that this individual will be a gain for the company and not a loss. Unfortunately sometimes individuals present well during an interview, but their behaviors and personality changes when they actually begin working and are faced with challenging or difficult tasks at work.
The Five-Factor Model of Personality described five personality traits which are Conscientiousness, Agreeableness, Neuroticism, Openness to experience, and Extraversion. (PSU, 2016) A personality test that incorporates questions that rate an individual on all five of these traits is well rounded and is the most appropriate test, and predictor of an individual’s potential contribution, or lack thereof, to an organization.
The Wall Street Journal reported that the Delaware North Cos., a hospitality group, has seen positive results from administering these tests for online job applicants. Overall, turnover has been reduced for the company and applicants better suited for the job in the long run have been hired. This is extremely important because turnover is very costly to a company and especially time consuming to managers and leaders who constantly have to spend time training new employees. Another important factor noted in the Wall Street Journal’s article is that individuals who sit down to apply for these positions at the Delaware North Cos. Group and quickly realize the application is too long for them due to the incorporation of this test, can be “weeded out” and the applicants who are left are presumed to have more drive and more motivation to spend the sometimes lengthy amount of time required to apply for a position within the company.
One of the most important of the five factors to an employer is Extraversion. Extraversion is defined as “The tendency to be social and assertive in nature, and to bring a positive energy to a group.” (PSU, 2016) Extroversion vs. Introversion may be generally difficult to measure or determine on a job application or during an initial interview with a potential job candidate. However, if extraversion is measured on a personality test using different scenarios and analyzing an applicant’s responses to these scenarios, an employer can measure it more closely and determine the level of extraversion a job applicant has. Extraversion is essential to teamwork in an organization, therefore if there is a lot of teamwork and interdependence needed within an organization to reach the company’s goals, this is an essential trait for an employer to measure.
Weber, L. (2015, April 14). Today’s Personality Tests Raise the Bar for Job Seekers. In Wall Street Journal. Retrieved from http://www.wsj.com/articles/a-personality-test-could-stand-in-the-way-of-your-next-job-1429065001
Penn State University. (2016). Unit 04, Lesson 09: Personality.