Myers-Briggs is SO last century: what's new in candidate personality testing?

Candidate personality testing is super-important.

When used properly, it can help you:

• Assess suitability for role and fit with culture
• Predict quality of hire and development potential
• Reduce cost per hire and employee turnover

But, the Myers-Briggs test – once the go-to for recruiters – is pretty much spent. So, what's next?

Why Myers-Briggs is looking a li'l raggedy round the edges

The Myers-Briggs test sprang up over 70 years ago, based on a light bulb moment from Swiss psychiatrist Carl Jung.

But, like all great things from Switzerland, his theory's full of holes:

• Life ain't black and white: Myers-Briggs sorts people into binary categories based on four traits. But, you can't sling people into pigeonholes so easily. 50% of people received completely different results when taking the test twice, making it unreliable and, ultimately, invalid.
• No one wants you to use it: A whole shedload (to use the polite version) of research says Myers-Briggs is no good for predicting job performance. Jeez, even the Myers-Briggs Foundation describes using this test for recruitment as "not ethical".

So, it seems the only people still hung up on the Myers-Briggs test are recruiters who haven't done their homework. But, just because Myers-Briggs is about as useful as Mystic Meg, it doesn't mean you should forget candidate personality testing altogether.

So, what's new in candidate personality testing?

In fact, when your candidate personality testing game's on point, it can help you find that missing piece in the jigsaw.

Here's a quick glance at the personality testing resources making waves in 2017:

For recruiters' eyes only

Talent Q has a simple, but oh so effective, approach to personality testing.

Their method is based on tailoring psychometric tests for recruitment, then actually training recruiters and HR staff in how to use them properly.

Their straightforward tests take a microscope to candidates' skills, behaviours, abilities and motivations in the workplace.

And, it's all been figured out by people in lab coats with big goggles. What's not to love?

If at first you don't succeed...

Sticky People – provider of recruitment tools for the social care industry – have taken a different tack. Test, test and test again.

To get results that tell the whole story, employers can use up to three tests to screen for any role, including: 

• Job fit: does their personality fit care work?
• Attitude: do they pose a safeguarding risk?
• Engagement: did they get on with their last employer?

It's all based on normative methodology; a fancy term, but all you've gotta know is that it's best practice for recruiters.

The personal touch

Thomas International have reached boss level, and it's all based on benchmarking.

Their candidate testing mantra is that you have to find the secret recipe that's made your top performers a great fit for your company before you can accurately assess new candidates.

They look at all sorts in their five stages of benchmarking, including how candidate performance and psychometric scores have correlated for previous hires.

Instead of testing to random global standards, your results will be based on what's already worked in your company specifically.

Get testing with these new tests to find candidates who fit your business perfectly!