| Numerous studies have found that an | | | | matching, fill-in-the-blank, or even short answer |
| uncomfortably high percentage of new hires for | | | | questions while the performance based tests will |
| many companies are a poor fit for their new | | | | analyze the applicant in real-time while they work |
| position. These kinds of hiring errors are not only | | | | to complete a specific task. Both of these kinds |
| time consuming, but also costly, especially for | | | | of tests allow the applicant to demonstrate their |
| small businesses. Unfortunately, until fairly recently, | | | | ability to perform the specific tasks that are |
| most businesses had only resumes, interviews, | | | | crucial to the position they are looking to fill. |
| and broad applications to screen applicants. | | | | Personality testing, on the other hand, provides |
| However, many are now finding that assessment | | | | the employer a snapshot of who this applicant |
| testing is helping to fill in the gaps when searching | | | | really is, and whether they would be a good fit |
| for appropriate individuals for their employee | | | | for the company and overall job description. Most |
| candidate pools. | | | | of these tests are based on either the |
| As an employer looking for a strong candidate to | | | | Meyers-Briggs personality test, or the DISC |
| fill a particular position in your company, you need | | | | behavioral test. The Meyers-Briggs is a classic |
| to make sure that you choose the right kind of | | | | personality test used by psychologists to |
| assessment test to help you narrow down the | | | | determine basic personality traits such as |
| field of applicants. Assessment tests are divided | | | | introversion, extroversion, resourcefulness, |
| into two primary categories: skills testing and | | | | flexibility, etc. The DISC creates a profile of a |
| personality testing. Of course there are many | | | | candidate's behavioral "style" by assessing them |
| variations of these tests, and some businesses | | | | on the basic "quadrants" of personality: dominance, |
| find that they need a solid mixture of personally | | | | influence, steadiness, and compliance. |
| and skills testing to find the perfect hire. | | | | Both kinds of assessment tests have been highly |
| Skills testing is an assessment of the candidate's | | | | successful in allowing both large and small |
| knowledge of the field, or their ability to perform | | | | businesses to find the perfect candidate for their |
| particular tasks related to the job they are | | | | employment vacancies the first time they are |
| applying for. A broad variety of skills can be | | | | advertised. So no matter what your business, |
| testing in this format from customer service to | | | | assessment testing could be the answer to |
| mathematics skills. These tests can be | | | | cutting down on your candidate search costs as |
| administered as either a traditional testing form, | | | | well as increasing the productivity of your |
| or as a performance-based assessment. The | | | | company by having the right people doing the |
| traditional tests can include multiple choice, | | | | right job for you. |