The Personality Assessment Interview is a complementary part of the overall recruitment process providing the strongest insight into a candidate’s qualifications beyond the standard application/resume/interview. Skills-based assessments are common. In general, this assessment standard includes cognitive and personality assessments.
How to Conduct a Personality Assessment Interview
Try to be more active during the interview process, and pay attention to candidate responses. Don’t become a passive interviewer. The questions you ask at this personality assessment interview will be of benefit to you as well as to the candidate. Don’t think of this interview as just an unimportant afterthought.
Make sure the environment in which the interview takes place is comfortable and stress-free, allowing the candidate to try their best. If you really want to see a candidate respond in a stressful situation, it has to be provided in its own time and place. Don’t immediately create the atmosphere for this particular interview.
Understand some of the most important personality characteristics for the particular job position you are interviewing for. Because not every job position requires someone with a certain personality. Every job requires a different type of personality. So, in order not to be mistaken, you must first understand what personality characteristics are the most important for a job position.
End your interview in a professional manner. Also, be sure to take note of the candidate’s impressions or highlights immediately after, so as not to miss out on any important details that might be needed in the future.
Personality assessment should be done with care to ensure fair and equitable analysis. Consider training programs or consulting with fellow HR professionals. You can do this to ensure the ideal outcome of the personality assessment interview process. In addition, other recruiting team members will also feel more satisfied with the results issued.