Hi, everybody. I’m Mike Staver. This is Mondays with Mike, a weekly video series where I answer questions from people just like you. Here’s this week’s question.
“What are your thoughts about using personality tests as part of the hiring process? If you believe they are a helpful tool, which test do you like? Could I give current salespeople a test, and see what is common with our best producers for a comparison?”
Well, it’s ironic that you would ask this. I ask this question.
We use a very, very specific instrument in our practice. But here’s what I want to share with you. There is a difference between a personality test, a competency test, and what’s called a predictive behavioral test. So a personality test is something like the Myers-Briggs, the big five, etc. These are personality tests and they’re great, I like them, they’re interesting. They tell us a lot and they can help teams work better together. There are competency tests like the bar exam, the medical exam, the real estate exam, the CPA exam the clinical psychology exam. these are all competency based tests that determine suitability for licensure. They determine whether or not you have the skill and knowledge to competently serve your clientele. Then there are behavioral assessments, predictive behavioral assessments – those are the ones we use.
We use something called the Harrison Innerview. Do you want to talk about it? Send us an email at firstname.lastname@example.org. What the Harrison does is exactly what you suggest. In fact, there is a template that we can help you build, and you say you’re in real estate, we already have a template specifically for real estate leaders and realtors that helps identify the key essential traits for being a successful realtor or real estate leader. So yeah, if you want to give personality tests, that’s great, but if you really want to understand the traits that are necessary, you need to seek out a predictive behavioral assessment like the Harrison. We use hundreds and hundreds of them a year, and they’re very successful – 80-85% accuracy. We use them to help people succeed, and that’s pretty good.
I hope that’s helpful, take care.
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