Person answering a personality assessment

Why personality assessments alone won’t identify the top talent

More companies are using personality assessments than ever before. NBC News has reported that their usage is increasing by 20% each year. But are they the most effective way to measure and predict job performance? 

Below is the results of Frank Schmidt’s meta-analysis based on nearly a century of workplace productivity data. 

Meta data that measures the most effective hiring methods.

As you can see, applying personality tests alongside traditional recruitment methods create a less effective process than using a multi-level assessment approach…But why is this the case? 

Personality tests are easy to manipulate 

Some candidates may try to reverse engineer these assessments in order to impress an assessor. For example, from a list of words a candidate will choose the most favourable ones to describe themselves, instead of what their truly like. 

This is damaging to the overall hiring process. HR believes the candidate is someone they’re not and can result in the wrong applicant being hired. 

We are constantly changing 

A lot of personality tests are based on the four-quadrant personality model. This model is built to assess our states. These are the more fluid parts of our personality, for example, a person may be highly organised at work but is disorganised in their personal life. It is recommended that individuals frequently retake these tests because a person’s context regularly changes. Meaning it can be unreliable to predict a person’s job performance. 

So we shouldn’t use personality tests in recruitment?  

This depends on how you apply them. A strong recruitment process would include a multi assessment approach that tests a variety of traits, behavioural and cognitive factors. Combining these components make a personality test much more effective. Here are some factors that indicate a strong personality assessment: 

  • They assess stable traits (instead of states). These are traits that are at the core of our personality, for example, how agreeable you are. Our platform uses the Big 5 Personality Model to measure these stable traits, which is the most reliable and scientifically backed personality model. The personality results are accurate for up to 6 months after they take the assessment. 
  • They allow you to compare each applicant’s scores. This helps you assess the strongest candidate. For example, with Cognisess Pro you can compare an individual’s score against the general population and identify the top scores in the applicant pool. 
  • They have an inbuilt ‘lie detector’. This helps detect candidates who are trying to ‘cheat’ by painting themselves in a more favourable light.  For example, in our new Lens Pro assessment you can choose between two options which are equally viable instead of two choices where it’s obvious what the ‘correct answer’ is. This helps an employer really get to know an applicant and the values they stand for. The process becomes about their true abilities, not the persona which they think will get them the job.  

A 360° recruitment process

Finding the right fit means assessing the whole person. By using a variety of assessments you will accurately understand each applicant’s behaviour, personality and cognitive attributes. Taking the time to understand the potential of your applicant pool will ensure you hire the right person who will thrive in a role. 

To get to this outcome you need an effective recruitment process. We have over 60 neuroscience assessments to suit your hiring needs. Please contact us if you would like help crafting a reliable and accurate recruitment process. 

Cognisess on digital transformation in the workplace

Zack Weisfeld, MD of the Microsoft Accelerator, is attending the Mobile World Congress this month to join a panel on the topic of “digital transformation in the workplace”. He will be talking about a select number of Microsoft Accelerator start-ups, including Cognisess. Here we share our thoughts on the topic.


–          Are businesses ahead or behind in understanding employee requirements and embracing digital technology?

In our market exploration we’ve found that, in general, businesses are both aware of the new technologies and of the needs of employees. The bottleneck we experience is the gap between knowledge of the needs and issues, and understanding the extent of the impact of the solutions. This makes decision makers hesitant to invest in technology that could be a turning point for a business and make a huge difference to employee satisfaction and wellbeing.

To address this need for knowledge, Cognisess has introduced a Feedback Loop into the Deep Learn™ machine learning platform. This allows continuous tracking of the impact of the recruitment strategy and employee engagement activities delivered through the system. Linking this with 360 Feedback capability, the impact of the technology on the needs of the employees is finally accessible.

 

–          Has the rise of productivity and collaboration tools used by employees over the past few years actually made us more productive?

From what we have seen in terms of technology use in the past few years, the introduction of new services has certainly made a difference to the overall productivity of organisations and people within them. However, the limiting factor here is the initial level of ‘job-fit’ that has been achieved.

A person who would generally be more suited to a different job role, would be much more productive in the role with higher job-fit. Cognisess uses machine learning and advanced job profile matching based on cognitive performance assessments and social cohesion measures to maximise job-fit. This leads to higher performance with higher perceived motivation by the employees, and reduced churn.

 

–          What is the future of assistive technology such as machine learning in the workplace and how will employees embrace the technology?

Assistive technology such as machine learning will change the workplace dramatically in the next few years, and has already begun doing so. Cognisess already uses machine learning to create ‘best-match’ job profilers using millions of data points, including language use and text analysis. This helps athletes enhance their performance by understanding how their brain operates best.

For employees, embracing machine learning provides valuable insights. Having this information available will be a significant improvement to job satisfaction in many areas of work, as guesswork can be taken out of the equation when making decisions. Given the powerful Azure platform and live data feeds to ML, waiting for quarterly reports can be eliminated, as real time data allows for the best decision making background – at any point in time.

 

–          What do you see as the biggest market trends in 2017 and 2018?  

According to Bersin, some of the big upcoming market trends include performance management and real-time engagement evaluation. Cognisess has regular feedback built in to the system, alongside online assessments, all accessible by mobile.

There are increasing numbers of tools such as jobs boards, candidate assessments, video interviews and application tracking systems all designed to streamline the process of hiring. And there has also been growth in the area of wellness and fitness monitoring, which Cognisess also includes in its offering.

The field of people analytics has exploded, increasing diversity in the workplace and allowing predictions to be made on which people will perform best in certain roles. In this area, machine learning and automation are the big trends. Cognisess Deep Learn™ machine learning engine enables complex data to be combined and used to predict future success.

 

–          What does the industry need to do better to help companies?

Cognisess offers an all in one solution to significantly reduce the cost and time taken to get recruitment technology into effect within businesses.

In a recent article from ERE Media, Unilever described their use of a multi-platform process. The first step is an application and LinkedIn sync, the second a Pymetrics assessment, the third a HireVue video interview, before a full day even at Unilever. This all makes up a two-week process.

In contrast, Cognisess provides the ability to complete an application that includes comprehensive assessments, written information and a video interview all in one, reducing time and cost.

 

–          How do you see the employee experience evolving and what technologies will they be drawn to in the future?

Cognisess’ all in one approach not only benefits employers, but candidates too. Accessing one simple and intuitive platform where they can follow through clear steps to fill in their details, complete assessments, and record video interview responses.

And once employed, these individuals can go on to receive 360 feedback from their colleagues, monitor their own health and wellbeing, and continually monitor their skills and improve their self awareness and personal development.

 

For more information on the Cognisess platform and the Cognisess Deep Learn™ machine learning engine, contact us at support@cognisess.com.

Cognisess attends Mercer’s Future of Work Night in partnership with Bloomberg

Cognisess CEO, Chris Butt, and Chief Scientific Officer, Dr Boris Altemeyer, presented the Cognisess platform and Cognisess Deep Learn™ machine learning engine to senior figures in the recruitment world at Mercer‘s Future of Work Night, in partnership with Bloomberg

The night began with a panel discussion “How will we prepare our businesses for the future?”, followed by six HR tech startups, including Cognisess, presenting their new thinking.

Fiona Dunsire, CEO of Mercer, described Cognisess as “a disruptive recruitment tool for 16-25 year old segment”, while others commented on the work of Cognisess democratising human capital.

Chris at Future of Work NightThe panel included Helen Shan, CFO at Mercer, Rohit Talwar, CEO of Fast Future Research and editor of ‘The Future of Business’, Cy Murray, Global Head of Reward and HR Policy at Apollo Tyres, and David Wood, Radical real-world futurist and Chair of London Futurists.

Chris said: “According to Mercer, 65% current primary children will work in new job types that don’t exist yet – what a stat. Our aim is to better equip students for the jobs of the future, whatever they may be, by focussing on cognitive abilities, emotional intelligence, behaviour and personality rather than previous experience and skills.”

For more information on the Cognisess platform and Cognisess Deep Learn™, visit our press page or contact us at media@cognisess.com.