Assessing Personality Assessment Tools in Matters of HR

by on Aug 19, 2020 3:33 PM

Assessing Personality Assessment Tools in Matters of HR

Let’s look at personality assessment tools and how the Phillies 2019 season relates to them. Baseball is back and for those who may not know, I was born and raised in Philadelphia and am a diehard Phillies fan. Yep, I am one of those “passionate” Philadelphians who often get a bad rap due to what some consider outlandish behavior. We can talk about that another time but for now, I’d like to focus on how the Phillies 2019 abysmal season ties in with personality assessment tools.

The Phillies went from a team ranked #1 in their division to ending up second to last place when the season ended. The consensus is that baseball analytics, or rather the sole reliance upon analytics, was a major reason for their demise. You see, baseball is not only a game of statistics but it’s also an exercise in nuance. If only the manager realized when to use his gut instead of cold numbers, I may have celebrated with millions at a parade down Broad Street.

We can look at Assessment tools the same way. There are countless psychological Assessment tools available to help companies in recruiting, building the right teams and understanding people’s job preferences. Suggesting that a 15-minute test can accurately provide a person’s strengths and shadows is both fascinating and startling to me. But what good is the data if it’s not being weighed and analyzed correctly?

Remember that people are complex creatures no doubt. Relying heavily upon the results from an Assessment without factoring in your intuition about the person is a mistake, especially in recruiting. Believe me, I’ve done it and paid the price.

Here are some tips if your company is planning on using personality assessment tools:

1. Get clear on what type of data you’re interested in and the reason behind it. Example – Is it skill level or temperament you’re focused on to fill a Sales position? Why so?

2. Be diligent in your homework to find the right Assessment. Not all are equal.

3. Make sure you have a qualified person to analyze the data you receive. It’s only as good as its interpretation.

4. Balance data with intuition. If your Spidey sense is tingling, get interested and listen to it.

Looking to use an Assessment and don’t know where to begin? Contact us anytime or call us at 609-688-0428.

About Andrea Grubb

Andrea Grubb is the Chief Integrator Officer at Trilogy Partners. Trilogy Partners is an advisory & implementation firm whose mission is to help companies grow and transform.  We accomplish this by focusing on 3 critical business areas: Financial, Strategy & People