Introduction
Effective recruitment is central to the stable work of any company and its ability to evolve. The talented, skilled, and educated employees contribute to higher performance levels, cultivate creativity, and help the company generate a competitive advantage. For this reason, most successful organizations devote much attention to creating a pool of candidates who would be further interviewed to determine whether they can be hired.
Numerous assessment techniques are employed to ensure that individuals meet the current criteria. However, there are no universal tools that might be applicable to all situations and demands. The existing evaluation methods have advantages and disadvantages, explaining their usage by companies. Aptitude and personality tests are the tools organizations employ to select interview candidates and evaluate their knowledge and personal characteristics.
Aptitude Tests
Aptitude tests are integral components of various spheres, such as education and professional life. The tool can be defined as a type of exam, assessment, or survey designed to determine an individual’s readiness and natural ability to do a particular type of work and succeed in this sphere (Valentine et al. 111). Currently, it is one of the popular approaches companies use to check potential candidates and determine whether they can be interviewed and hired.
The choice of aptitude tests as the candidate assessment method is explained by several factors. First, they are fair, reliable, and valid, which means they are ethical and can provide transparent results (Breuer et al.). Second, they are transparent and standardized enough for companies to employ them in various situations (Breuer et al.). In such a way, this approach is popular among different companies working nowadays.
Nevertheless, aptitude tests have advantages and disadvantages that should be considered when using the tool. The major strength is that the method evaluates the core competencies required for a specific job (Breuer et al.). Furthermore, they are fair and help to collect data about the applicants to ensure that better candidates are hired and their potential is fully understood (Breuer et al.). Finally, as stated previously, standardized tests can be easy to distribute and perform.
Thus, there are some disadvantages of aptitude tests, such as the inability to evaluate the creative skills of a candidate (Valentine et al. 117). Furthermore, the tool fails to measure motivation, intuition, and personality traits, which are critical for working in teams. It is mainly one-dimensional and disregards other characteristics that might impact a person’s performance. For this reason, in many cases, companies perform additional assessments of candidates.
Personality Tests
Personality tests are another candidate assessment technique used by companies. It implies evaluating the individuals’ characteristics, or the Big Five personality factors, to determine whether a person might fit the organizational culture and can work in a specific setting (Valentine et al. 90). It is usually supported by other tests, such as those mentioned above, and helps to create the pool of candidates considering characteristics other than knowledge and skills.
Furthermore, by analyzing the data provided by applications, a human resource management department can conclude about the motivational factors and employee’s readiness to engage in the company’s work. The diversity of personality tests evidences their popularity among employers and their potential to reveal traits highly appreciated by management. At the same time, the approach has some limits that should be considered.
The core advantage of personality tests is their focus on the character traits of a candidate. Using this tool, it is possible to assess openness, conscientiousness, extraversion, agreeableness, and emotional stability (Davies et al.). These elements are crucial for working in teams, especially in complex or stressful environments. For this reason, their knowledge is vital for employers who select applicants. Additionally, the existing personality tests are valid and reliable, which means they can be used in different settings, and the results are objective and can be used for decision-making (Davies et al.).
Although there are many advantages, the measure has some limits. First, there is no correlation between personality test results and job performance, meaning they cannot be employed to conclude the candidate’s effectiveness (Davies et al.). Second, the method might be situational and be used by organizations looking for specific personal features in candidates, which limits its use.
Personal Opinion and Conclusion
In such a way, both discussed tools are employed by companies to evaluate candidates prior to interviews. I believe a single test cannot ensure a comprehensive assessment of an individual and his/her characteristics. Both aptitude and personality tests might be practical tools; however, their combination during the recruitment can help to acquire better results and select the pool of candidates meeting the established criteria.
For this reason, it can be recommended to use several measures as part of the existing talent management and selection techniques. It will guarantee that both the skills, knowledge, and personal characteristics of an employee will be analyzed and taken into account before choosing the best possible candidate. Otherwise, there is a risk of omitting essential data and including applicants with unsatisfactory characteristics, which will impact the outcomes and the company’s work in the future.
Works Cited
Breuer, Sonja, et al. “Effects of Response Format on Achievement and Aptitude Assessment Results: Multi-Level Random Effects Meta-Analyses.” Royal Society Open Science, vol. 10, no.5, 2023. Web.
Davies, Wyn, et al. “The Science Behind Predicting Job Performance at Recruitment.” Pearson TalentLens, 2018. Web.
Valentine, Sean, et al. Human Resource Management. 16th ed., Cengage Learning, 2019.