Why use tests – can't you just talk to the candidates?
Yes and no. The face-to-face experience is always our main focus as it is usually easy for both parties to talk about the professional skills, in terms of education, practical job experience, which tools we use etc.; whereas getting to know about the candidate's personal preferences and motivation can be difficult in the space of a ½-1 hour interview.
As a company, we strive to find the perfect match on both professional and personal competencies. Personality tests are used as an interview-tool, when focusing on the personal competencies.
What can a test tell you?
The test gives no answers in itself. It provides a guideline for an interview focused on personal skills. Based on the answers given by the candidate, the test can indicate a range of information about preferences or common behaviour in different work situations such as:
- What are the person's strengths and limitations?
- Is he/she a self starter?
- How does he/she communicate?
- What motivates him/her?
Can you select the right candidate based on a test?
No. Tests are only one of many parameters used when selecting the right candidate. Professional skills, work experience, immediate personal impressions, the impressions of potential colleagues and any references are all taken into consideration when making the right selection.
What tests do you use?
If you apply for a job as a specialist in FOSS, you will be introduced to the work personality profile tool: Personal Profile Analysis from Thomas International. The analysis focuses on preferred behaviour at work.
If you apply for a job as a manager you will be acquainted with the Occupational Personality Questionnaire (OPQ) from SHL. This is the most widely used measure of behavioural style in the world, providing detailed information on 32 specific personality characteristics which underpin performance on key job competencies.