• 2 min. read

Ebook: How to Improve Your Interview Process With Personality Assessment

Assessing a candidate’s personality allows recruiters to understand more accurately whether or not he or she will be a fit with the job position, team and company culture. Consequently, recruiters can use the personality assessment to improve the interview process.

Written by Daniela Costa

Personality assessments are more reliable than the traditional methods of gathering information and provide recruiters with objective insights that significantly improve the candidate selection.

Given that personality is a scientifically-proven predictor of job performance, assessing a candidate’s behavioural tendencies in a work environment allows recruiters to understand if a candidate will, in fact, be a top performer and if he will fit the culture of the company.

Unlike CV analysis or face to face interviews, a personality assessment allows recruiters to accurately assess important personality traits of the candidate like openness, conscientiousness, extraversion, agreeableness and stability and various characteristics such as sociability, need for recognition, leadership orientation, cooperation, consideration, dependability, efficiency, even-temperament, achievement striving, self-confidence, abstract thinking and creative thinking.

Leveraging the Personality Assessment to Improve Candidate Screening

At skeeled we aim to provide recruiters with the best tools to make their recruitment process more efficient. That’s why our recruitment software includes an integrated personality assessment that is especially designed to help organisations hire more effectively.

Using a personality test to assess candidates' personality traits during the recruitment process gives companies a better understanding regarding how a candidate's personality can influence job performance.

If used in the initial steps of the recruitment process to screen candidates, the personality assessment significantly improves your selection process. When well combined with CV analysis and, later on, with the in-person interview, the personality assessment is an important evaluation element in the recruitment process. Applying it at the beginning of the process, and not at the end, helps to screen out candidates that are not a good fit at all. This makes it easier for recruiters to focus only on the most promising profiles throughout the selection process and to identify and hire the best talent at the end.

Improving Your Interview Process With Personality Assessment

Recruiters can leverage the personality assessment results even further and improve their interview process. To help them using the personality assessment results more efficiently and explore them further during in-person interviews, we created an Ebook that provides a general overview of personality as a job performance predictor and introduces the current theoretical framework used to classify the dimensions of personality.

We also included practical examples of interview questions they can use as well as tips on how to further explore these questions to better assess the candidate’s suitability for a job position.

Download the Ebook here and learn how to put this methodology into practice and take you interview process to the next level.

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Skeeled offers you the perfect opportunity to bring innovation and digitalisation to your hiring. Check our website or our LinkedIn, Twitter and Facebook pages for further information.

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Your team here at skeeled

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