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Personality assessments provide standardised, useful insights regarding how candidates behave in a work context, help predict job performance and company fit.
By using this data as part of the recruitment process, interview panels are provided additional areas to probe that may not have been previously thought of. Job performance is often dependent on personal qualities such as a candidate’s drive and ambition, on how they fit into your organisation, or on how inspiring they are as leaders. Personality assessments measure characteristics that predict performance and future potential in a specific job.
Fletcher Jones uses the SHL Occupational Personality (OPQ) suite of assessments, as SHL is recognised as having the largest database of assessment records in the world – more than 24 terabytes of historical data from more than 86 million candidates and 400 validated job profiles. These personality assessments provide an unparalleled resource for truly understanding talent at an individual or organisational level. Personality testing can provide a rich source of information and an extra layer of rigour to the latter stages of the interview process.
Psychometric testing also offers a useful tool to assess current boards and/or executive leadership teams and can play a helpful role in understanding competency gaps in advance of future search processes.