Persona Testing is on the Rise . . . However Why?
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For many years, character assessments have been utilized by large companies to judge worker candidates throughout their hiring course of. However increasingly, I’m seeing early-stage corporations utilizing these assessments to assist them of their hiring course of. I’m not certain who’s pointing them on this course, most definitely the elevated entry to free online personality tests you can take, like this one. However simply because they’re there, doesn’t imply you’ll want to use them. They’re usually used as a crutch to assist make selections, as an alternative of true management by hiring managers. And, usually occasions, the outcomes discovered about present workers, don’t end in actionable modifications inside a company. Let’s dig deeper right here.
What’s a Persona Take a look at?
For example of essentially the most used, again in 1945, Katharine Prepare dinner Briggs and her daughter Isabel Briggs Myers pioneered the Myers-Briggs Sort Indicator (MBTI) character take a look at which kinds folks into 4 various kinds of psychological classifications, based mostly on the analysis of Dr. Carl Jung within the 1920’s. For instance, an individual is both: (i) an Extravert or an iNtrovert; (ii) Sensing or Intuitive; (iii) a Thinker or a Feeler; and (iv) Judging or Perceiving. You possibly can be taught extra in regards to the particular definitions for every of those classifiers at this infographic. In case you are interested in your character kind, or wish to take a look at your workers, there are a number of free online personality tests you can take, like this one.
What Am I?
I as soon as took this take a look at, and my 4 letter classification got here again as an ENTJ. In response to the Myers Briggs website, that might describe me as: “Frank, decisive, assume management readily. Shortly see illogical and inefficient procedures and insurance policies, develop and implement complete programs to resolve organizational issues. Get pleasure from long-term planning and aim setting. Normally properly knowledgeable, properly learn, take pleasure in increasing their data and passing it on to others. Forceful in presenting their concepts.” I’d say that could be a truthful abstract.
The issue is, if I learn any of the opposite 15 classifications on that web page, there are parts of every of them, that additionally apply to me. Attempting to label workers in pre-defined buckets is a pleasant aim, nevertheless it isn’t actually all that sensible, as folks behave in another way in several situations and may stay throughout classes. For instance, a great supervisor is aware of when to handle with an “iron fist” or “children gloves,” relying on every state of affairs and worker concerned.
My Previous Expertise as a Candidate?
A number of years in the past, based mostly on my character take a look at outcomes, a big firm that was hiring mentioned my entrepreneurial expertise had been “off the charts” in comparison with their present workers (e.g., which they perceived as overly keen to take dangers). I didn’t get the job, regardless of an awesome character match with the workforce and an ideal skillset for the job. I couldn’t consider this firm was truly making hiring selections based mostly on character kind, versus who had the very best expertise to get the job finished and assist the corporate hit its targets. And, on this particular case, it explains why this identical firm is now teetering on the point of chapter, as they weren’t hiring any modern “out of the field” thinkers that would assist pivot them into new instructions to assist evolve with the occasions.
My Previous Expertise as an Employer?
I’ve by no means used character assessments in any of my hiring selections. To me, as a great CEO, I’ve my finger on the heartbeat on the specified tradition and desires of the group. It’s materially extra essential to rent an individual that has the very best skillsets for the job, to allow them to come out of the gate operating and assist us to attain our enterprise targets, than it’s to have a selected character kind. And, that technique has served me properly over time, constructing a number of profitable corporations with nice groups alongside the best way. So, don’t overthink the necessity for character assessments. To me, they’re a “nice-to-have,” not a “need-to-have.” For extra helpful tips about how best to build your startup team and how to build a good business culture, take a look at these different posts on the subject.
What Are Persona Checks Good For?
Most hiring managers suppose character assessments are a great predictor of a candidate’s future job efficiency or match inside the group. I feel that’s hog wash for the explanations described above. However these assessments do have some helpful purposes. It provides managers a great sense to the various kinds of their workers, which they will use that info in coaching or teaching the workers, crafting a conducive work surroundings, and growing the workforce. For instance, in case you see a younger worker with excessive management potential, you possibly can put them on a quick monitor to being a future supervisor. Or, if one worker is a robust chief, pair them with somebody who wants management improvement, to assist develop their expertise.
Concluding Ideas
Simply perceive the outcomes of a character take a look at are merely an information level. They need to not drive selections!! It’s good to keep versatile in your hiring practices, understanding that there are going to be totally different worker varieties within the workplace. Salespeople are sometimes going to be your extraverts, and your internet builders are going to be your introverts, for example. So, it’s close to inconceivable to recruit all the identical varieties in a single group. And, even in case you may, why would you? Completely different views from totally different folks will help the group handle the enterprise by way of a broader lens. And, for goodness sakes, if you will make your present workers take the take a look at, make sure that the outcomes grow to be accountably actioned upon, in any other case you might be by no means going to successfully result in the organizational change you might be needing.
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George Deeb is a Companion at Red Rocket Ventures and creator of 101 Startup Lessons-An Entrepreneur’s Handbook. For future posts from George, please observe him right here or on Twitter at @georgedeeb or @redrocketvc.