Over the years, older personality assessments have claimed to neatly categorize people based on their personalities, but we know that this simply isn’t possible. To make a valid test requires acknowledging that personality assessments can get messy. People are complex, and accurately identifying and measuring behaviors is inherently challenging. It’s just not possible to produce valid results by segmenting people neatly into distinct boxes the way some older assessments, like DISC, Colors, Myers Briggs, claim. And when it comes to using personality assessments in the hiring process, it can get even more complicated.
Luckily, the newest generation of assessments leverage advances in technology and industrial organizational psychology principles to assess candidates’ motivations, values and behaviors. Smarter, leaner, and adaptive, these assessments can help evaluate the odds of a candidate’s success in a specific role, matching the right matrix of behaviors and skills to each role within an organization.
Here’s how the new generation of more reliable, valid, accessible and adaptive personality assessments allow employers to leverage personality to successfully identify best-fit candidates.
New Assessments Types Offer A More Sophisticated Behavioral Profile
Modern personality assessments also often rely on forced-choice questions that offer two equally socially desirable choices, so candidates don’t feel compelled to select the “right” answer. They provide answers that are reflective of their actual motivations, values and behaviors. In fact, this is a core tenant of Aon’s ADEPT-15 personality assessment, which mitigates attempts to “game” the assessment.
Contemporary personality assessments utilize reliable and valid measures such as situational judgment scenarios that present test-takers with realistic, hypothetical scenarios and ask them to identify the most appropriate response or to rank the responses in the order they feel is most effective. These build a more accurate picture of a candidate’s values, motivations and behaviors than can be achieved when using more traditional personality assessments.
These types of adaptive assessments provide a behavioral profile so you can create an accurate picture of your workforce.
Mobile-First Delivery Makes Assessments Accessible
Personality assessments today have come a long way from the pencil-and-paper assessments of the past, giving candidates more flexibility in responding and providing a vastly improved user experience. Modern personality assessments are designed to be accessible for all users, across devices, especially on mobile phones.
An assessment optimized for mobile ensure score equivalency across all users because the same test experience is provided on every device. Furthermore, completion rates for mobile-first delivery are at 95%, which is a significant improvement over the 60-70% completion rates for older, desktop-based personality assessment platforms.
By optimizing for mobile’s strict design limitations, contemporary personality assessments create an application that works as designed on the widest range of devices, which is less likely when designed for desktop computers or even tablets.
Adaptive Assessments Improve the Candidate Experience
Another recent advancement in personality assessments comes from leveraging technology to make assessments less repetitive, more personalized and more accurate. People often get frustrated with standard flat-form personality assessments because their methodology relies on asking the same question many times. This can lead to a less-than-stellar experience and a boring process that frustrates candidates.
The algorithms used in modern-day, adaptive personality assessments result in a more dynamic experience for candidates. Because the assessment is adaptive, it reacts to candidate responses, eliminating the need for repetition to gather data. Contemporary assessments allow employers to assemble accurate and reliable behavioral profiles without sacrificing the candidate experience.
Read our eBook, Why Behavior at Work Matters, to learn more about the new generation of personality assessments allowing employers to successfully identify high-potential candidates.
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