The most comprehensive assessment method on the market

Talent acquisition and talent development are two main applications of personality assessments in business. Organizations can use these tools to determine whether candidates have the potential to succeed in a given role and if there is a strong alignment between the company's culture and the candidate's values.

In high-risk industries such as construction or oil and gas, safety assessments can be employed during pre-selection. This helps organizations identify candidates with strong potential to contribute to a culture of workplace safety.

For talent development, personality assessments are used to identify individuals' strengths and areas for growth. Through debriefings, recipients gain objective insights into these strengths and potential areas of improvement, fostering self-awareness. This, in turn, enables them to take proactive steps to enhance their performance and progress in their careers.

Personality assessments or inventories offer numerous benefits for hiring decisions, including the ability to evaluate alignment with key competencies while reducing biases in the recruitment process.

Core competencies for most roles are often linked to personality traits, and a well-designed assessment can measure these characteristics. This is valuable for both hiring decisions and performance management. Identifying candidates with a high potential for role alignment and promoting talent contributes to organizational success and reduces turnover.

Moreover, while many valid methods exist for identifying and developing talent, personality assessments offer a complementary approach that helps mitigate biases during recruitment processes. By minimizing the impact of biases in hiring and promotion decisions, these tools can also foster greater workplace diversity, equity, and inclusion.

There’s no need to delve deeply into the science to evaluate a personality questionnaire. Three key criteria should be considered: job relevance, reliability, and validity.

Job relevance
This refers to the degree of alignment between an individual’s profile and the job’s requirements. A personality assessment should measure traits essential for success in the role. This criterion is determined through a job analysis process. The assessment provider should be able to explain this process and how it supports the tool’s application for specific objectives.

Reliability
Reliability refers to the consistency of the assessment results, ensuring that the outcomes are not merely situational. If an assessment is meant to measure stable traits, such as extraversion, it should consistently reflect the same level of these traits across different administrations. Request evidence from the provider regarding the tool’s reliability.

Validity
Validity pertains to the accuracy of the assessment. Does it measure what it claims to measure? A valid assessment helps make accurate predictions, such as a candidate's likelihood of succeeding in a role. Ask the provider for documented scientific data supporting the tool’s validity.

These three criteria are why Authentic Talent proudly distributes, trains on, and uses Hogan Assessments as their primary personality assessment tool.