Today, as the economy gradually recovers, many businesses affected by the pandemic still cannot resume normal operations. Consequently, businesses continue to reduce their workforces as much as possible after the pandemic. Conversely, more than 50% of businesses will resume hiring. However, is there a way to select the right candidates from the countless job seekers, or reduce staff appropriately while preserving the company’s workforce as much as possible? How can personality tests help businesses at this critical time?
Workforce reductions: who will leave?
This can be a difficult decision for managers, leaders, and human resources departments in every business. Downsizing means that one person must take on the workload of 1.5 people, or even that of 2 people in the same position at the same time.
– how can an appropriate decision be made?
– who is the right person to retain in that position?
– which employees can withstand pressure and overcome challenges at work more easily?
– how will workforce reductions affect the morale of those who remain?
– how can the workforce challenge be resolved while ensuring the company continues to operate at its best?
Recruiting employees: who is the right person?
– is the new employee suitable for the position?
– will they truly remain committed to the company over the long term?
– are their personality and habits compatible with the company culture?
– once they are hired, how should they be trained appropriately?
– what motivation will enable them to commit to and contribute to the company?
How do personality tests help with personnel management and problem-solving?
Today, most companies use tests in recruitment interviews and employee training. Even small and medium-sized companies, as well as large corporations, use various types of tests. These are considered candidates’ honest responses regarding their skills, capabilities, EQ, MQ, and even psychological and personality changes at work.
There is no denying that every test developed helps businesses and employers address challenging personnel-related issues.
1. MBTI Personality Test
The MBTI (Myers-Briggs Type Indicator) personality test uses psychological questionnaires to analyze human personality. The results partly reflect how an individual perceives the world around them and makes decisions about matters in life.
MBTI is now widely used as a relatively accurate method of classifying personality types. The MBTI test helps people better understand themselves and those around them, or find suitable work.
MBTI classifies personalities according to four basic groups, each consisting of a dichotomous pair drawn from eight functional and perceptual factors:
+ Natural orientation: Extraversion – Introversion
+ How the world is explored and perceived: Sensing – Intuition
+ Decision-making and choices: Thinking – Feeling
+ Approach and action: Judgment – Perception
2. Five Basic Personality Aspects Test
One assessment you should try is “The Big Five Personalities Test.” It was also developed from MBTI but focuses on evaluating 5 fundamental aspects of each individual’s personality, including:
+ Openness: openness and adaptability.
+ Conscientiousness: dedication, attention to detail, thoroughness, and the ability to stay focused on goals.
+ Agreeableness: pleasantness, easygoingness, and the ability to interact with others.
+ Extraversion: an inclination toward extraversion and introversion.
+ Neuroticism: anxiety and mood instability.
3. Test of the 7 types of intelligence
This test will tell you which type of intelligence you possess, thereby helping you build confidence, develop your strengths, and suitably identify a future career. Try taking the test and see which of the seven types of intelligence below you have:
+ Mathematical
+ Linguistic
+ Spatial intelligence
+ Musical
+ Bodily-kinesthetic
+ Interpersonal
+ Intrapersonal
4. Test of 3 learning preferences
Developed from the theory of 7 types of intelligence, this assessment will help us identify which of the following groups of students we belong to:
+ Visual: learners who learn through pictures, images, note-taking, observation, videos…
+ Auditory: learners who learn effectively through lectures, sounds, and spoken stories…
+ Kinesthetic (also known as Tactile): learners who learn effectively through physical movement, extracurricular activities, and classroom group exercises…
5. RIASEC career assessment (Holland Code Test)
By dividing human personalities into 6 groups corresponding to 6 different occupational groups—Realistic (prefers physical work), Investigative (enjoys thinking and inquiry), Artistic (enjoys creativity and the arts), Social (enjoys interacting with and supporting the community), Entrepreneurial (enjoys working independently and starting a business), and Conventional (prefers stable, secure work)—this test will undoubtedly help you identify the career path best suited to you.
6. Trait-map personality test.
This test is based on the Big Five model of human personality. It provides an in-depth analysis of 25 personality traits, along with the essential skills a person needs at work. It examines leadership tendencies, conflict styles, and how individuals present themselves in teams. Every tendency is measured using numerical scales, making it easier to read and assess an individual. It can also evaluate how well a person handles pressure. Understanding yourself and others is no longer so difficult.
See more information about the test at:https://vienquest.com/trait-map/
7. The Uchida-Kraepelin psychological test.
The test is conducted by adding two consecutive numbers. This makes the test more objective and reduces the test-taker’s subjectivity. Through Uchida-Kraepelin, we measure an individual’s work capacity and working style, as well as psychological changes at work. It also identifies negative psychological signs such as depression, stress, emotional numbness, and more.
Regardless of which test you choose, each has certain strengths that can help businesses and HR departments address issues in recruitment, screening, and employee training. In particular, tests can be used over an extended period of time, depending on the test, to assess and monitor an employee’s development from the time the test is taken through the evaluation stage. This also helps make salary increases and bonuses fairer and easier for employees to recognize and accept.
See more information about the test at:https://vienquest.com/uchida-kraepelin/
How long are these personality tests used?
Depending on the level of detail in each test, the resulting report may be used for a shorter or longer period. However, most personality tests have a validity period of 1 to 3 years, depending on the work environment. The more the environment changes, the more personality and abilities fluctuate, and vice versa.
Therefore, conducting tests and periodic assessments is essential for clearly seeing changes in employees.
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