The hiring process is among the most complex procedures in an organization. Managers have embraced different tools to aid in the hiring process. The most common hiring tool is the use of personality tests. Personality tests inform the recruiting team about the personal traits, values, work preferences and motivation of the candidates (Kline, 2019). With the competitive landscape in the job market, it is important for employers to use the correct hiring methods to get the best candidate for the position (Kline, 2019). The personality tests are used by employers and the HR team to filter candidates who fit the career trajectory. Use of personality tests is important for various reasons. Its advantages include:
· The recruiting team understands the candidate better.
· Enhances fast recruitment process.
· It eliminates bias in the recruitment process.
· Spots the dark personality traits that could be harmful to the organization. This helps in mitigating any risks that might arise from such traits.
· It is cost effective. Personality tests are easy to implement and take a short time to determine the personality of a person (Kline, 2019).
However, personality tests are also disadvantageous to an organization. Its disadvantages include;
· Imperfection in personality test tools leads to undesired results. This could lead to misleading results hence hiring the wrong candidate for the job.
· Customization of the job specifics. Personality tests are not flexible to accommodate the requirements for different positions (Kline, 2019).
· Content quality. Most of the personality tests require use of unclear questions and content which might result to unreliability.
· Candidate response. Many fit candidates may lose the job position as they lack the skills to respond to personality tests. This leads to lose of fit candidates.