Hi Wyasser,
I have worked for UK, US and European companies and their views are changing. In the past, most western companies would use Personality Profiling as part of the recruitment process. Profiling tools such as 'DiSC' or 'Myers-Briggs' are readily available online - at a cost!
However, US companies are moving away from using such tools as part of the assessment process. The reason being is that in the US a person who had all the relevant work experience and qualifications was rejected for a job based on his personality profile. He sued the hiring company for unfair discrimination. He did not win but it sent a shiver down the spine of US companies.
Hence, US companies are now wary of using personality profiles as part of the recruitment process. Absolutely they use them for development purposes once someone has joined the firm but not as a recruitment tool.
Personality profiles are not a cure-all. A good HR person should be able to devise other assessment exercises/ appropriate interview questions to measure key competences required in the job e.g. if somone needs to show influencing skills for the sales job they have applied for, ask them to do a role play and sell the hiring manager a product or service. e.g. if someone has to be proficient in using financial data for the finance role they have applied for, give them some dummy data to analyse and then ask them questions about the data.
If you need more guidance send me an email.
I have worked for UK, US and European companies and their views are changing. In the past, most western companies would use Personality Profiling as part of the recruitment process. Profiling tools such as 'DiSC' or 'Myers-Briggs' are readily available online - at a cost!
However, US companies are moving away from using such tools as part of the assessment process. The reason being is that in the US a person who had all the relevant work experience and qualifications was rejected for a job based on his personality profile. He sued the hiring company for unfair discrimination. He did not win but it sent a shiver down the spine of US companies.
Hence, US companies are now wary of using personality profiles as part of the recruitment process. Absolutely they use them for development purposes once someone has joined the firm but not as a recruitment tool.
Personality profiles are not a cure-all. A good HR person should be able to devise other assessment exercises/ appropriate interview questions to measure key competences required in the job e.g. if somone needs to show influencing skills for the sales job they have applied for, ask them to do a role play and sell the hiring manager a product or service. e.g. if someone has to be proficient in using financial data for the finance role they have applied for, give them some dummy data to analyse and then ask them questions about the data.
If you need more guidance send me an email.