The best type of hiring process includes a combination of tools that best ables you to predict who will likely be a good fit for the role and performance well on the job. One of those tools should ideally be a personality test. Research has shown that personality tests can help predict job performance by assessing traits that influence workplace behavior.

What Are Personality Tests?

A personality test of good quality assesses stable traits that influence long-term performance and job fit evaluate. It captures behavioral tendencies and how you tend to come across compared to others. The gold-standard in personality theory is the Five Factor Model. It captures five different traits that everyone has but in different amounts. Depending on how much you have of each trait you tend to act in a certain way. Alva’s personality test is built on the Five Factor Model and captures the five traits Agreeableness, Conscientiousness, Extraversion, Emotional Stability, and Openness to experience.

The Link Between Personality Tests and Job Performance

A large meta studie conducted by Sackett and his colleagues in 2021 found that personality that personality tests have a meaningful predictive validity for job performance. There will be differences in what trait is most suitable for a particular job, but looking at the average correlations between each individual factor and job performance we see that some traits stands on.

Best Practices for Implementing Personality Tests

To maximize the effectiveness of personality tests in hiring, it is often helpful to include the test early in the process. This way you will let more candidates have the chance to objectively show ho their natural tendencies will match the job you are hiring for. Make sure to combine the personality test with other tools, such as a logic test, one or several structured interviews, and a work sample test to increase your chances of finding the right candidate.