WHY COMPANIES USE PERSONALITY TESTS IN RECRUITMENT
Uchechi Moses
The typical recruitment processes into good firms in Nigeria go thus:
- Aptitude tests (See how to pass aptitude tests and aptitude tests used by Nigerian banks);
- Personality tests;
- Assessment centers or group discussion (See why companies hold assessment centre exercises; academic brilliance is not enough to pass an assessment center exercise and how to pass assessment center exercises);
- Interview, interview chat (See differences between interview chat and interview) and
- Finally, an offer subject to passing a medical test (See diseases that can make one fail a medical test and jobs: hepatitis and medical tests).
Like we have always noted, the labour market is extremely competitive in Nigeria, and the recruitment processes keep changing. As listed as above, there are many stages in a typical recruitment process to a get a good job in a firm in the country (how to get jobs in Nigeria; getting good jobs: why you should learn mathematics; good companies in Nigeria to work with in 2018). One of such is the personality test. Types include the situational judgement test, occupational personality questionnaire etc.
Companies have come to realise that it is expensive recruiting people and having their personalities not aligned to the work environment. The work environment is different from the academic environment and assessing for this is an important factor in a recruitment process. In order to reduce bias in the process, firms utilise personality tests to effectively gauge candidates’ suitability for the work place. As a result, the tests are delivered online where candidates can login from anywhere they are. The verified results are collated and compared to others, thereby ensuring the process is sped up and candidates’ answers aligns with company’s plans.
Basically, personality tests – like the name connotes – assesses candidates’ personality, character and attitudinal attributes to work-related scenarios. Top Nigerian companies across various industries use this form of test during their recruitment processes, especially for graduate/entry level positions. Examples include but not limited to PwC, KPMG, StanbicIBTC, First Bank, Shell, Seplat, BAT, GTB, Cardinal Stone, PZ Cussons, Friesland Campina, Olam, Nigerian Stock Exchange etc.
In a typical personality test exercise, there are a number of possible actions that are suggested. There are usually around 4 or 5 actions but this varies depending on the test maker. It is the candidate’s job to choose amongst these possible options and judge which is the most effective course of action to take and therefore which action they would take if faced with this situation. Personality tests are always multiple-choice; no answers other than the options listed are allowed.
Finally, while preparing to scale aptitude tests and other hurdles in the recruitment process; also be prepared to fine-tune your personality to what the firm desires. As failing a personality test gets you a regret mail.
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See also
Why universities desire personal statements and statement of purpose
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