Effectively Conducting Personality and Behavioral Testing

By Lindsay Raddman - Staff Writer

When someone walks into an interview, there's no guarantee that this individual is definitely the best fit for the company in question. Hence, more and more HR departments have turned to behavioral and personality testing to narrow the applicant field and ensure that the person selected is both the best fit for the company, but also someone who will make valued, long term contributions to the business.

The best assessments examine the applicant in terms of the qualities that he or she would need to be successful with the position. To this end, American DataBank's personality testing products have been developed Dr. Edward Murray, an Industrial and Organizational Psychologist (IOP) who completed his doctorate in Clinical Psychology at the University of Cincinnati, and has over 25 years of experience working with a wide variety of industries and businesses of all sizes. Another IOP, Dr. Neil Christiansen, evaluates the assessments.

Examples of behavioral testing products include:
• Work Ethic and Integrity
• Antagonistic Behavior
• Sales Potential
• Leadership
• Customer Service
• Working with Numbers
• Ready to Work

Pre-qualifying applicants through a behavioral assessment helps save companies and HR department immense amounts of time, as opposed to interviewing every potential candidate for the position. Expert Dan Longton comments that pre-screening applicants with an assessment will reduce the potential candidate pool by 50%, leaving only candidates who are most inclined for the position and best suited for the company. In terms of the applicant's behavior on the job, communication with past supervisors is not always possible, but a behavioral assessment designed to measure the variety of Personal Soft Skills that is very difficult to test while you are conducting ordinary interviews.

Our assessments provide simple, clear-cut results that show whether applicants score above or below average in the various categories we screen, and offers a specific interview question that compliment to the behavioral patterns showed in the test result. We recommend the test should be taken before the interview so that you can ask related question based on the test result, but the assessment can be used any point of employment process.

For more information and Free Trial about American DataBank's behavioral assessment programs, call Lindsay "Caliber" Raddeman visit or www.personalityex.com.