What do you think of the personality assessment tools used by companies in the recruitment process?

I personally believe that the selection tools used by companies in the recruitment process should be based on competency models rather than personality traits. The results of personality tests should not be a consideration in selection. Moreover, modern companies are paying more and more attention to the diversity of employees. Different personality traits should also become part of the diversity. The abilities required in the work process are what the company should The focus of the assessment. So, if companies conduct personality assessments on applicants in order to screen out people who fit the company's corporate culture, should the company's corporate culture fit be used as a reference indicator in the recruitment process? And how to consider it? Is using personality test results to match corporate culture during the recruitment process a different concept?

Why do we need to take a personality test? In some professions, such as accounting, if you have a Madaha personality and have no patience for things, you will not be able to engage in this profession. This is determined by professional attributes.

Although ability is the most important factor to consider in selection, character cannot be ignored. Lack of ability can be cultivated, but character is not so easy to change. As the saying goes, it is easy to change the situation, but hard to change the nature. This thing It's not something that can change overnight. It is true that character determines destiny.

Personality assessment has nothing to do with corporate culture, but it does consider whether job applicants are a good match for the company.

For example, Huawei, a well-known company in China, advocates a wolf culture. If you have a little sheep personality, you will not be able to match it. They need a pack of wolves, at least a wolf in sheep's clothing, and you end up being one. A little sheep waiting to be slaughtered, while wolves travel thousands of miles to eat meat. You eat some grass and bleat happily?

Even if you are lucky enough to pass the interview and sneak into the wolf pack, you will become an outlier or be eliminated sooner or later. Eaten, unable to survive in such an environment.

But in fact, corporate culture is basically widely advertised on its website, and it is relatively easy to "cheat". As for whether job seekers have done their homework in advance, it is just a matter of whether they have paid enough attention.

Personality test is used to test the degree of matching between job seekers and the positions they apply for. Generally speaking, the questions have no obvious direction. Job seekers need to do their homework in peacetime, pay more attention to their own behavior in daily life, learn more about their own shortcomings, use their strengths and avoid weaknesses, improve their shortcomings, and then gradually cultivate them to become part of a stable personality.

To give an inappropriate example, humans can be divided into four types in psychology: aggressive, defensive, defensive and responsible. For example, someone says you are ugly. The aggressive type will say, you are ugly and your whole family is ugly; the defensive type will say, fart, I am not ugly; the defensive type will say, what is so ugly about me, many people say I am good-looking; and the responsible type will say, oh wow Oh my god, it’s so accurate, but I’m just ugly. What can you do? ?

This is a simple and crude personality classification.

Many job seekers are not convinced by personality tests. They feel that the test questionnaires are lengthy and the questions are messy. They range from two pages to four or five pages, and it is time-consuming and labor-intensive to fill them out each time. Or the intention of the test can be seen through at a glance, and as long as you do what you like, you will have doubts about the accuracy and necessity of the test.

In fact, the personality test is just a reference standard, which can help HR understand an applicant in many aspects. The test results are affected by many subjective and objective factors and may not be accurate, but they will also be representative. sex. Therefore, HR often conducts comprehensive inspections based on resumes, written test scores, interviews and other aspects. Personally, I feel that there is no need to be suspicious or even hostile.

When you have troubles, go to Ming Ge. It’s a lot of fun to go to Ming Ge. Follow Ming Ge and talk about job hunting, and our story begins~