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The Secrets behind Using Personality Assessments when Hiring

Posted by Erin Borgerson on February 4, 2015

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When looking for the right candidate for your franchise, it’s helpful to hire personalities that match with one another to ensure a successful future for your small business. More and more hiring professionals have shifted toward hiring for personality, self-awareness, aptitude for learning and culture fit. The emphasis on a candidate’s knowledge, skills or abilities that he or she has acquired over the years has decreased in importance. This recent gradual shift in what hiring professionals look for creates many implications.

For Candidates – No matter how much reading or preparation he or she does before their interview they will not be properly prepared. Testing becomes more ambiguous because the ‘right’ answers can seem somewhat vague.

For Businesses – The shift creates a serious question about the validity of skills testing and standard behavioral interview questions, as it may be difficult to distinguish who will and will not work out in the position once they are hired.

Numerous small businesses have begun to replace skills testing and knowledge-based assessments with personality and aptitude testing to eliminate the implications. After an individual has accepted a job offer, hiring managers have utilized personality tests to better understand their behaviors.

 

How Can Franchise Owners Incorporate Personality Assessments into their Franchise Hiring System?

Personality Assessments allow franchise owners to evaluate the new hire on a deeper level. Franchise owners can gain a better understanding of the new employees’ motivations and work styles when using personality tests.

One of the most popular personality assessments used in hiring is the DiSC Assessment program. The DiSC Assessment program is a profiling tool that helps improve work productivity, teamwork and communication by giving franchise owners a way to understand and appreciate how their employees work.

What do the letters in DiSC mean?

  • Dominance: Person places emphasis on accomplishing results, the bottom line; confidence
  • Influence: Person places emphasis on influencing or persuading others, openness, relationships
  • Steadiness: Person places emphasis on cooperation, sincerity and dependability
  • Conscientiousness: Person places emphasis on quality and accuracy, expertise and competency

By using the DiSC Assessment, franchise owners can see which category their new hires’ personality falls under: Dominance, Influence, Steadiness, Conscientiousness or a combination of two.

Hireology is one company that utilizes the DiSC Workplace Profile into their hiring platform. The web-based hiring tool for franchises provides customized interviews, job profiling, personality assessments and one-click background checks to help you find the right candidate for your business. To learn more about the Hireology hiring platform, visit their hiring platform website today.

The Best hiring Practices For Emerging Franchisors ebook Hireology

Franchise Operations & HR


Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.