6 reasons to use personality tests in recruitment

In the corporate world, dealing with the different personalities and characters of team members is an essential exercise. This balancing act contributes not only to creating a pleasant atmosphere, but also to strengthening group cohesion, thus promoting the success of your organization.

Personality tests are emerging as valuable allies in the recruitment process. At Alphéa Conseil, a firm specializing in recruitment and strategy, our mission is to match each talent with the company that best suits them. That's why we systematically integrate personality tests into our recruitment processes.

The aim of these tools is to provide you with the means to better communicate with your employees and understand how they operate. There is no such thing as a "bad" personality, only different communication styles.

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Here are 6 good reasons to integrate personality tests into your recruitment processes!

1. Discover your candidates differently

This in-depth understanding goes far beyond CVs and conventional interviews. It represents a valuable resource for companies, bringing relevant insight to the recruitment process.

The personality tests reveal the distinctive traits of each employee. From the earliest stages of recruitment, it's essential to identify the complementary characteristics that will foster a balanced team dynamic. This will enable you to adjust your managerial posture and communication style to better support your teams.

2. Find the best talent for the job

Personality tests are a relevant lever for recovering profiles that are a perfect match for the proposed assignments.

By understanding what deeply motivates your employees, you can help them move towards career paths aligned with their personalities.
Do you want to recruit talents whose values resonate with those of your company? Personality tests are an excellent tool for assessing this compatibility. They help strengthen long-term commitment, reduce turnover and consolidate the cohesion of your teams.

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3. Speed up and secure decision-making

By precisely identifying the profile best suited to the position to be filled, personality tests considerably limit recruitment errors, and therefore avoid the significant costs they can generate for the company.
If you're targeting a particular personality type, using tests upstream of the interview saves you precious time during the pre-selection phase. It's then a good idea to supplement this assessment with a discussion of the results, in particular by delving deeper into certain dominant traits of the candidate.

Executive recruitment represents a strategic challenge, where a mistake can be particularly costly. Personality tests, such as the PfPI, offer a fine-tuned assessment of the candidate, particularly in areas related to emotional stability: vulnerability to anxiety, self-confidence, stress management and frustration tolerance, in other words the ability to control negative emotions.

These tools thus help determine whether the manager possesses the desired qualities: assertive leadership, relational ease, emotional balance, optimism, capacity for empathy combined with a certain firmness, as well as the behavioral stability essential for accompanying change without being overwhelmed by emotion.

4. Improve the candidate experience

Personality tests offer access to data that is reliable, objective and free from potentially discriminating biases related to age, gender, disability or origin.
Thanks to algorithms designed to neutralize factors likely to exclude certain populations - such as women, senior citizens or people from minority backgrounds - profile selection is based on relevant, fair and impartial criteria. This process thus promotes greater diversity and eequal opportunities din recruitment.

5. Cultivate sustainable professional growth

Personal development is an essential lever for professional success. Personality tests help identify the axes for improvement that your employees can choose to strengthen. Based on these results, they can embark on a process of continuous progression, beneficial both for their individual fulfillment and for the collective rise in skills within your company.

6. Optimize your employer brand

For the company, understanding a new employee's assets, preferences and sources of motivation helps optimize their integration right from the onboarding stage. It also offers the opportunity, where possible, to assign them to tasks that match their personality and career aspirations.

Also, offering a quality candidate experience reinforces the company's image. Positive feedback, whether from candidates or former employees, helps build a solid and attractive e-reputation. This enhancement of the employer brand encourages the engagement of talentsand improves fidelity over the long term.

At Alphéa Conseil, we attach major importance to these six essential pillars of recruitment, which we place at the heart of our methodology. Our commitment is total: we accompany each candidate throughout the process, bringing real added value to your recruitment strategy. Thanks to our expertise, you have access to over 600 job and personality tests.

For us, these tools go far beyond a simple psychological analysis. They allow us to decipher in depth the motivations, preferences and natural aptitudes of each individual.

Working with Alphéa Conseil, is much more than just receiving a selection of profiles: it's benefiting from a genuine decision-making tool for informed, relevant recruitment.
Our ambition: to guarantee a match between the assignments on offer and the talent identified, by placing them in the professional environment that best suits them.

Our role at Alphéa Conseil? Putting the right candidate, in the right place, in the right company.

Are you looking to recruit and want to be supported by a firm that cares about your candidates? Contact our agency experts!