Here at Hireology, we can’t stress enough the importance of personality profiling your job applicants. Regardless of whether or not you feel you have the perfect applicant on your hands, there may be more that meets the eye. Just ask the New England Patriots who recently had to deal away their prized tight end to legal issues. Aaron Hernandez, the 23-year-old tight end, was recently arrested and charged with first-degree murder of semi-pro football player Odin Lloyd.
Prior to his 2010 NFL debut, Hernandez reportedly took a personality test for a scouting service that prepares confidential psychological profiles of players for NFL teams. According to the Wall Street Journal, Hernandez “scored the lowest possible score, 1 out of 10, in the category of ‘social maturity.’”
At this time, the Patriots have failed to comment on whether or not they knew about Hernandez’s social maturity score. Nevertheless, it’s hard to imagine wanting a player that can’t handle his own around his teammates.
The same can be said for any team. Hiring personalities that coincide with one another will ensure a safe future for your organization, so long as that personality mix breeds productivity.
Personality tests give you and your hiring manager the opportunity to evaluate your applicant on a deeper level. First impressions are one thing. But when it comes to your business success, you’re going to want more than just a first impression to evaluate your employees.
We’ve talked about bad hires and how costly they can be. But to reiterate, bad hires can negatively impact your company in ways you never even thought were possible. They impact the productivity of their coworkers and bring your business to a screeching halt. In some cases, hiring managers claimed they missed out on up to $50,000 in lost revenue due to a bad hire.
Take the precautionary steps now to ensure that none of your new employees turn into a disaster by running personality profiles.