Personality assessments offer valuable insights into a candidate’s work style and potential job fit. Yet, the true value lies in how HR professionals interpret these results. In today’s competitive market, knowing how to read an assessment report can make the difference between a successful hire and a missed opportunity. In this post, we share practical tips on understanding and using personality assessment reports effectively. If you are using Resource Associates Pre-Employment Testing, we also recommend accompanying your interpretation efforts with our Personal Style Inventory Technical Manual.
Do a Preliminary Review of the Assessment Report
Many job-fit personality assessments are designed to measure the Big Five personality traits: openness, conscientiousness, extraversion, agreeableness, and emotional stability. These traits, along with other work-based traits, influence behavior and can help employers predict how candidates may interact with colleagues, handle pressure, learn new information, and adapt to change. Begin your review of each candidate’s results report with a quick review of the overall profile, noting any emerging patterns.
Identify Traits That Align with Role Requirements
Every role demands a unique blend of personality traits. For example, a sales position may require high extraversion and resilience, while a research role might benefit from elevated conscientiousness and attention to detail. Compare the candidate’s assessment results with the ideal profile for the role. This alignment helps predict whether the candidate’s inherent traits suit the specific demands of the position. The Society for Human Resource Management (SHRM) offers useful guidance on this process.
Gain a Balanced Perspective on Strengths & Concerns
When reviewing an assessment report, consider both the “Strengths” and “Developmental Concerns” sections together. A score in the desirable range might earn a strength statement in the report, but it may be a drawback in some roles, highlighting the importance of aligning traits with role requirements. Likewise, statements in the Developmental Concerns section may range from minor issues to significant challenges, depending on the job’s requirements. Ultimately, a strength isn’t inherently positive, and a weakness isn’t automatically negative; their impact depends on how well they match the role and the organization’s culture.
Integrate Assessment Insights into the Interview Process
Use the assessment report to shape your interview questions. If the Developmental Concerns section of the report indicates that a candidate needs to improve interpersonal skills, ask them to describe past experiences that required clear and concise communication. Tailor your questions so that they directly relate to both the candidate’s results and the job’s challenges. This method not only confirms the report’s findings but also provides context for the candidate’s real-world behavior.
Consider Whether to Invest in Candidate Development
Even strong candidates may have areas where they could improve. Rather than discarding a candidate outright, consider these developmental insights as opportunities. For example, if a candidate shows high potential but lacks a particular trait, you can design targeted training or mentoring programs. This proactive approach supports both the individual’s growth and overall team performance. If a candidate’s report shows several developmental concerns, however, it’s important to consider whether the company and the role can sustain an investment in the candidate.
Compare Candidate Results with Team Profiles
When hiring for roles that require teamwork, it is important to compare a candidate’s assessment results with those of the current team. This comparison reveals whether the candidate will complement the existing team dynamic. For instance, if your team is highly collaborative, a candidate who shows low interpersonal skills might disrupt the balance. On the other hand, a candidate with a different profile may bring fresh ideas that enrich the team. Consider using this comparative approach as part of your overall evaluation process.
Take a Holistic Approach to Hiring
It is important not to rely solely on personality assessments. Combine them with structured interviews, aptitude tests, and reference checks to build a well-rounded picture of each candidate. This holistic approach reduces the risk of misinterpretation and ensures that you select candidates who are both a good fit for the role and aligned with your company culture.
Interpretation: Part Art, Part Science
Interpreting personality assessment results is both an art and a science. By carefully analyzing key traits and aligning them with the job’s requirements, HR professionals can make more informed hiring decisions. Use these practical tips and trusted resources to enhance your interpretation process and build teams that truly fit your organization’s needs.