{"id":68,"date":"2020-07-15T14:15:20","date_gmt":"2020-07-15T14:15:20","guid":{"rendered":"https:\/\/salarydistribution.com\/2020\/07\/15\/3-personality-tests-you-should-include-in-your-hiring-decision\/"},"modified":"2020-07-15T14:15:20","modified_gmt":"2020-07-15T14:15:20","slug":"3-personality-tests-you-should-include-in-your-hiring-decision","status":"publish","type":"post","link":"https:\/\/salarydistribution.com\/affiliate-marketing\/2020\/07\/15\/3-personality-tests-you-should-include-in-your-hiring-decision\/","title":{"rendered":"3 Personality Tests You Should Include in Your Hiring Decision"},"content":{"rendered":"
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<\/i> <\/i> <\/i> <\/i> <\/i> <\/span> 4.4\/5<\/span> (3) <\/span> <\/span><\/p>\n

It\u2019s hard to hire great talent.<\/p>\n

Think about how fast you can gain skills in business. You can launch dozens of tests a day if you have the budget. You can handwrite sales letters by hand daily to improve your copywriting.<\/p>\n

But getting good at hiring? That takes a long time. <\/strong>Looking at resumes, interviewing people, and onboarding them takes months.<\/p>\n

How many \u201creps\u201d are you getting each year for hiring?<\/p>\n

Mistakes are expensive \u2013 I\u2019m not talking about just the time and money wasted. It can be draining for everyone involved. Whenever I had to let someone go in the past, I\u2019d be nervous the entire week until Friday. And have you ever had someone break down crying while you\u2019re firing them? It\u2019s horrible.<\/p>\n

There\u2019s pressure to get the decision right.<\/p>\n

Despite all the resume reading and interviewing you can do \u2013 there\u2019s always this feeling where you wish you could know the candidate better. Probably because it\u2019s so easy to bullshit through interviews these days.<\/p>\n

One resource has given me an edge when it has come to hiring over the years \u2013 personality tests<\/strong>.<\/p>\n

No, I\u2019m not talking about asking which Game of Thrones Character you are.<\/p>\n

I\u2019m sure you\u2019ve heard of the Myers-Briggs Test. I\u2019ve never placed much stock into that test, but I have discovered some badass personality tests over the years.<\/p>\n

Once a candidate takes all three of these tests, you\u2019ll get a deeper understanding of their personality and their work styles.<\/p>\n

Take these tests yourself and see how accurate you think they are. Add them to your existing hiring process to help you make better hiring decisions.<\/p>\n

I\u2019m going to share my favorite personality tests and how to interpret some of the data.<\/p>\n

My Three Favorite Personality Tests for Hiring<\/h2>\n

For the examples, I\u2019m going to share some of the tests that I took back in 2015. I do have some more recent results from this year, but I\u2019d rather keep those to myself for privacy reasons.<\/p>\n

Sidenote: <\/strong>You should take these tests around every three years to keep the results up to date. I remember the lady who introduced me to these tests. Unfortunately, her mother passed away relatively young. She took the test the following year and so many things changed.<\/em><\/p>\n

Before, she placed so much emphasis on her career and achievements. That didn\u2019t matter as much anymore once that event happened.\u00a0<\/em><\/p>\n

1. Tony Robbins\u2019 Disc Profile Test<\/a>\u00a0(Free)<\/h3>\n

If I had to choose one test to evaluate someone\u2019s personality, it would be this one. There are various versions of the DISC test, but Tony Robbins\u2019 is the most comprehensive.<\/p>\n

DISC measures your preferences and patterns when it comes to Behavior.<\/p>\n

\"download<\/source><\/source><\/picture><\/p>\n

Here\u2019s a quick summary of my results:<\/strong><\/p>\n