People are complex, and when it comes to the screening and selection of applicants, it can be extremely difficult to predict exactly how someone will behave on the job in future. There are many tools to help employers with hiring, and behavioral assessments (commonly called “personality tests”) have become very popular over the years, to the point where 60-70% of Fortune 500 companies are now using assessments.
But are assessments the silver bullet, the magic ticket to the promised land of foolproof hiring? No. Personality assessments are not perfect, and no reputable test publisher has ever claimed that they are flawless. But neither is behavioral interviewing, role-based exercises, reference checks, background screening, and skills testing.