Ultimately, the question is not about whether it is relevant to assess personality but rather how to do it. Here's what we know—and don't know—about personality tests.
While the assessment of personality is becoming increasingly important in job recruiting, many denounce its limitations and dangers.
Such denunciations are based on the use of poor and unreliable tools, which have nothing to do with science. When they are well-constructed and science-based, personality assessments bring great added value to HR or business decision-makers.is becoming increasingly important in hiring processes and HR decisions, many denounce its limitations and dangers. It is common to hear that personality inventories merely contribute to putting people into boxes, rather than helping business leaders to better understand the complexity of human behavior.
The more skeptical are going as far as to think that these personality assessments are some sort of an aberration in a world that demands moreand humanity in decisions. If these debates raise good questions, they, unfortunately, bring threatening answers. Indeed, the criticisms that emerge are fueled by shortcuts and misunderstandings, or by tools where popularity trumps accuracy.
If one does warn against the naive use of inaccurate assessments, we should not form our opinion nor consider all assessments the same way, however, solely on the basis of this warning.) is king.
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