Leveraging Personality Profiles, & Why We Use Them After Hire
May 20, 2019
A common topic amongst employers and HR professionals is how to utilize personality or behavior assessments for their team. In fact, I’d be surprised if this is the first article you’ve come across on the topic! From DiSC to MBTI® and beyond, the options seem endless for employers to choose from.
Many of the popular assessments on the market can provide a wealth of information on behavior and the psychology of personality that can be incorporated into recruiting, training and other team engagements. Take a look how we utilize these profiles to help determine what might be right for your team.
A History Detour
Personality profiling and assessment methods like the Myers-Briggs Type Indicator® (MBTI®) emerged during the early 20th century. Suffice it to say, there are some pretty deep roots behind the assessment methods available to us, and it seems we’ve been working on the newer-better-way to figure each other out since Carl Jung said the word “introvert”.
The assessment we use at HighRock is based on the MBTI® personality typing method, so we’ll focus on that method here. You can find more information, and take a free personality assessment at www.16personalities.com. The test will take about 10-15 minutes, but I can’t promise how long you may spend down the rabbit hole once you receive your results!
Key points you’ll discover:
- Personality tendencies
- Strengths and weaknesses
- Careers common to your type
- Workplace habits
Sound like some data you’d love to read about your team, not to mention yourself?
Assessments During Recruiting
As the prominence of using personality assessments in the workplace continues to rise, more and more employers are incorporating assessments during the recruiting process. And why not? A quick free test can tell us an applicant’s strengths, weaknesses, how they handle conflict, even what career they should pursue.
That amount of information sounds like a no-brainer for the hiring process. That might be true if results could guarantee that every ISTJ will be hard-working, every ENTJ a great leader, and every ESFP a skilled sales person. Thankfully, we are not all carbon copies of our personality typing match, but assessing candidates in this way can inject preconceived notions that we want to avoid while we’re making our own assessment. Although the results of this personality test can be fascinating, and surprisingly insightful, they should be used to help understand the preferences and tendencies of ourselves, our co-workers, and our team – not enable us to “know” a person without getting to know them. That’s what interviews are for!
If you do determine that personality profiles work for your company’s recruiting process, have candidates complete their assessment after at least one interview. That way you and your team have had the chance to form your own opinion before finding the benefits of a personality profile to make a hiring decision.
The Advantage of Data
Once you decide what the best use of personality assessments is for your team, get your whole team on board, not just candidates and new hires. Here are just a few of the benefits we’ve found, and ways to utilize the wealth of information found from these profiles.
If you’ve started to geek out over MBTI® or another assessment method, you’re probably looking forward to seeing what the personality gurus have to say about you. One of the greatest outcomes of this process is self-reflection. You’ll also glean a wealth of tactical data that you can learn from and refer back to as you develop in your career.
Leadership and management
Profiles are densely packed with insight into how a person communicates, learns new skills, views themselves and their peers, what their strengths are, their weaknesses and how they can overcome them, and the list goes on. Sounds like some great information to start off a new leader/team-member relationship!
This data is especially useful for our managers to get to know a learning and working style that could be very different from their own. When we can make those connections early in that relationship, we’re propelling the level of understanding and chances for success forward.
Communication & conflict resolution
A quick look at the Five Personality Aspects clearly demonstrates how each letter of your personality profile contributes to the whole. When you’re able to compare the differences in each type, a Thinking type vs. a Feeling type for instance, it’s like a lightbulb shining into a previously unclear corner of understanding. Starting with this knowledge can lead to that greater level of understanding, and in turn improve communication amongst your team.
We’ve talked about personality assessments, utilizing data, and even had a mini-history lesson, but these profiles are meant to be fun too! Find ways to inject some fun, and even some good natured competition, to discover common ground and build stronger relationships.
The revelations of everyone’s personality type has kind of taken off at HighRock. We love to see if we can guess a new team member’s type, poke fun at types opposite our own, and make connections whether we are two peas in a personality pod, or different as apples and oranges.
If your team is new to personality profiling, try an exercise where everyone attempts to guess one another’s five letters. The revelation of how we see each other, how well we know (or don’t know) one another, and how we’re seen by our peers can help us make connections we didn’t have before.