Assessment Profiling: Be Careful…!

I had a call this past week from one of our hiring authorities who explained to me that he was starting to send sales assessment tests to all of his insurance sales producer candidates. 

He asked me, “Is it a good idea…?”

He explained to me that he was only successful on 15% of the producers previously hired.  WOW.  The industry average is 62% after three years and ours is 86% after three years of candidates placed with our clients.    

There is a big debate within HR and the hiring authorities about sales assessment tests and whether or not they are unnecessarily screening out experienced sales professionals. 

While it is true that sales assessment profiles can be used to screen out candidates, the highest and best use for them is to use them to manage a sales professional once they are hired. 

Unfortunately, the reality is that most assessment profile results are never shared with the candidate or employee and, instead, are used for one reason only: to disqualify an internal or external candidate for a new position or promotion.

This is wrong on many different levels. 

From the hiring manager’s point of view, assessment profiles are best used when the results of a potential candidate are benchmarked against the results of others who are in the same position and who are performing at a very high level.

Looking at this from the candidate or new employee point of view, let’s take a very selfish view of what a personality profile can do for you.

First of all, these tests are scary accurate – they don’t lie.  And they are very difficult to manipulate.

Here are four solid reasons you should take one and then ask for the results or, just take (even a free one off the internet – see below) one for yourself.

Am I even right for the job? Producer or account manager? Producers have very distinct personality profiles – they are mostly armed with excellent interpersonal communication skills, extroverted, dominating, impatient, and non-conformists.

These traits (ENTJ) can easily be highlighted by even the most basic free personality testing services such as Meyers-Briggs.

Account managers are a bit more nuanced in that they can be extroverted, but are mostly more patient, understanding, intellectually curious, organized, flexible, service-oriented, and non-controlling (Typically, an INTJ).

It has been shown that more than 65% of all workers are presently working in positions they are not personality-compatible with. Are you one of them?

It will identify critical motivators and de-motivators: Personality profiling will help you identify those things (and types of people) that turn you on and turn you off.

Are you a linear-thinker or are you a classic multi-tasker? Do you like being interrupted while in the middle of a task? Are you the “go-to” person? Are you energized by people and meetings?

Knowing this will help you manage who you interact with and what sorts of projects you decide to take on.  Playing to your strengths can set up you for success in your organization.

Know Thyself: Aristotle said this many moons ago, but it is still true today. Personality profile results will provide unique insights into your inner-self and personality.

Knowing yourself is the first step in a journey of self-discovery leading to self-actualization in your job and at home.

Not knowing yourself is like driving a car on long trip through the country not having a road map of GPS. Not a lot fun, is it?

Social Benefits: Knowing what personality-type you are will allow you to manage your personal relationships as well – even in the selection of a romantic partner.

I’m sure you have been in relationships before where it has ended in a fiery crash…chances are this can be traced back to incompatible personality types. Put two ENTJ (Meyers-Briggs) together and it’s an accident waiting to happen. Trust me, I’m a classic ENTJ.  My wife is an INTJ – thank God!

What have you got to lose? Take the test. You will be amazed. My recommendation is to take the Meyers-Briggs personality test which can be found online. Just Google it.

So the question remains:  Are assessment profiles a good idea?  Heck yes…but only if used not to disqualify, but to empower and enable your new and existing employees.

rob