There is no guarantee that a candidate with a well written CV and confident face-to-face interview would be a good employee. CVs have one of the weakest correlations with performance, and interviews fare poorly as well. The truth is that to avoid potentially bad hires, recruiters need to go beyond CV analysis, and this is where personality assessments play an important role.

Personality assessments measure workplace personality traits, which are good predictors of a candidate’s future job performance. This allows companies to quickly assess if a candidate is suitable for a job position or not.

If personality assessments are well-developed and scientifically proven, they can be used by recruiters as an objective source of reliable information to successfully predict employee performance across a wide range of job categories and to make hiring decisions based on concrete criteria.

The earlier a personality assessment is conducted in the recruiting process, the better it is. The company can save a lot of money and time if done early.

Imagine that an applicant makes it through the final steps of the process. However, after having done the personality test it turns out their personality does not fit with the company’s values and culture.

So all the effort you’ve put in the first screening of the applicant turned out to be in vain. Introducing a personality test in the early stages of the recruitment process addresses this problem and allows you to evaluate your candidate’s personality more efficiently.