Personality Profiler Test for evidence-based assessment of underlying personality traits

One of the biggest challenges that recruiters face is ensuring that the values of new hires are aligned with the organization's goals and that they are a good fit in their team. For this reason, it becomes crucial for recruiters to gain deeper insights into the soft skills, flexibility, willingness to learn, capabilities, aptitude, and personality traits of the candidates who apply for specific job roles.  

The Personality Profiler Test by Mercer | Mettl has been designed around the principles of the Big 5 (OCEAN) personality assessment and follows the Five Factor Model, which evaluates candidates based on five critical aspects of their personality, where each element is measured on a spectrum:  

1. Openness to experience: Curious and inventive to cautious and consistent.  
2. Conscientiousness: Organized, efficient, careless, and easy-going.  
3. Extroversion: Outgoing and energetic to reserved and solitary.  
4. Agreeableness: Friendly and cautious to cold and unkind. 
5. Emotional stability: Secure and confident to sensitive and nervous.  

This Personality Profiler Test results can help recruiters understand how candidates will fit into a specific job role, build workplace relationships, learn, behave in work-related situations, handle conflicts and challenges, approach tasks, and respond to feedback. Apart from its use for employment practices, the Personality Profiler Test is also an effective tool for strengthening the organization’s learning and development initiatives, identifying high-potential employees, succession planning, etc., which can help improve employee engagement, motivation, and experience. However, a Personality Profiler Test should be used in addition to other hiring practices, like resume screening and personal interviews, and not as the sole criteria for hiring.

Overview  

When it comes to recruitment, a good hiring decision leads to better productivity and reduced turnover rates. At the same time, a bad hire is costly and can negatively impact morale in the organization. Traditionally, a candidate’s experience was a crucial part of many hiring decisions, but with time, the focus has shifted to a candidate’s aptitude and potential. Building a high-performing team goes further than hiring candidates with ample experience and qualifications. Now, recruiters also need to ensure that the candidate’s personality complements the team. It is also essential to guarantee that the candidate’s values align with the organization’s values, which they will uphold. Using a Personality Profiler Test for pre-employment screening provides recruiters with a scientifically backed, unbiased way to gain insights into candidates' motivations, characteristics, personality, and underlying behavior. When used properly, a Personality Profiler Test can help understand how the worldview and values of a candidate align with the company and its goals, and it can assist in identifying future training opportunities for the chosen candidate, which helps ensure that the test is beneficial for the organization as well as the candidates.  

The Personality Profiler Test can also help organizations overcome another challenge with their existing employees. Calibrating teams with organizational goals so that the groups can contribute to achieving those goals is extremely important, especially for companies that wish to adopt agility to stay relevant. Additionally, the shift in the market towards a more consumer-centric approach and the rising demands of the customers has led to an increasing need for organizations to address existing skills gaps and affect an accelerated change in employee performance. For this, companies require actionable insights about their employees. This is where the Personality Profiler Test plays a significant role, as it can be utilized to evaluate employee personalities and help companies ascertain how aligned the employees are with the company’s values from a behavioral and performance perspective.