Best Practices for Utilizing Personality Assessments in Hiring

Retiring baby boomers combined with economic growth has resulted in the number of open positions now exceeding the number of people who are unemployed in the United States. In addition, the number of employees quitting their jobs is high – a recent report by the Labor Department put the “quits rate” at the highest it’s been since 2001. This has created significant hiring pressure in many organizations. In a survey of over 350 hiring professionals across 15 different industries, Criteria Corp reports that hiring volume is expected to increase 2.3% from 2018 to 2019.

The bottom line is that competition to hire and retain talent has never been fiercer, leading many organizations to increase HR budgets in an attempt to attract great candidates – Criteria Corp’s survey also revealed a predicted 6.7% increase in HR budgets from 2018 to 2019. Pre-employment tests are one of the many tools organizations are utilizing to develop more predictive accuracy in their recruitment process. According to the Talent Board’s 2016 Candidate Experience Research report, 82 percent of companies are now using some form of pre-employment assessment testing in their hiring process.

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