Personality questionnaires are common in recruitment. Tools based on the five-factor model describe broad traits such as extraversion, conscientiousness, emotional stability, agreeableness and openness.
They can provide useful information, but should not be treated as a complete account of a candidate or a final answer about suitability.
A trait is not a job performance
A result suggesting conscientiousness may indicate a preference for organisation and structure. It does not establish how someone will perform in every working situation.
Behaviour also depends on context, demands, relationships and the working environment. Test quality, interpretation and relevance to the particular role matter. Self-report answers may also be influenced by how candidates wish to present themselves.
The original article raises concerns about treating personality models as complete explanations and about overestimating their predictive power. A single universal percentage cannot describe the usefulness of every test across all roles and outcomes.
Combine relevant sources of evidence
Structured interviews can explore experience and behaviour in concrete situations while supporting comparison against shared criteria.
Work samples and practical tasks allow candidates to demonstrate work related to the role.
References can provide information about previous performance, while still requiring careful questioning and interpretation rather than accepting general praise.
Team exercises or simulations may help assess collaboration and communication where those capabilities are relevant to the work.
Keep professional judgement accountable
A broader assessment does not mean collecting every possible measure. Choose methods that address requirements established in the job analysis, and understand their limitations.
The assessor needs competence in selection and sufficient understanding of the work. Results should become questions and evidence to consider, rather than labels that decide a person’s future automatically.
Personality information can be a supplement. A considered combination of job-relevant methods provides a stronger basis for hiring than a personality score treated as an answer in itself.
English editorial adaptation of the Norwegian original.
Bring the ideas into your organisation.
Talk to us about your leadership, team or recruitment challenge.
Book a conversation ↗
