Interviews often only allow interviewers to see how candidates act in formal settings; it is rare for a person’s true personality to show during a preliminary interview.
The final type of screening available is the personality test. Personalities within a workplace affect the productivity of teams as well as individuals. Some personalities are more difficult to coach together, which is something to keep in mind when selecting a new employee. Interviews often only allow interviewers to see how candidates act in formal settings; it is rare for a person’s true personality to show during a preliminary interview. Nerves may also keep a person’s true personality from showing during the interview process. Personality assessments can generate information that shows employers who the candidate is and how his personality affects his work.
Employee screenings ensure that those responsible for hiring have been meticulous in their search for the best candidate available. Interviews simply do not give enough useful information to employers. Screenings provide thorough and concrete information to employers so that they can choose the person that will fit the job and be a low risk to the company. Businesses strive to hire the most qualified applicant for each new position, and screening candidates ensures that such a goal can be accomplished.
Part 4 concludes or series about screening during the hiring process. Review Part 1, Part 2, and Part 3 for the full article.
