Validation Tests in Hiring Sales Professionals - Essay Example

Personality testing is very essential in the selection of employees. Having the knowledge of one personality reveals the behavior of someone that you would want to discuss when conducting an interview to determine whether the person is legible for the position or promotion. It’s an essential decision support tool that is as important as the resume. While the resume gives an account of a person’s accomplishments, work history and experience, the personality test will serve to put the information in perspective. An important factor in applying the test is recognizing the different personality traits that can be both relevant to the job and can be confirmed to make a change on the job on offer. Determining the success traits is a course of action described as baseline progress. Most of the time, the practice will start by the interviewer asking the applicant to talk of something about themselves. This is important and may help in unusual aspects not only to the interviewer, but also will help the applicant to wade of fear and to feel much more relaxed. Sometimes it does happen that the applicant could be better prepared than the person conducting the interview. Personality test helps to shed light on the needs of every person, behavioral tendencies, attitude and motivations. Most of these values contains organic constituents. Experts say one has to consider the pertinent personalities that do relate to the place of work. Here are a number of personality factors that seems to enhance better performance at the place of work. These qualities are brought about by every person’s need for stability whether on an individual level or a communal level. Whether they are striving towards innovation or efficiency, the strength with which they stick to their basis and perspective, accept other people’s ideas, or whether they tend to be linear or flexible when approaching to personal goals. There are a series of questions involved in the process of personality test that will mainly gauge an applicant’s natural level of comfort within the provided categories. For example, an applicant might be asked to perform a private numerical scale rate on how well they think they can fare in some of these situations; Shares personal information with work mates How ambitious are they to be number 1 Take credit only when they do earn it After a disappointment how long they takes to dig up back from that discontent How they would take care of details without any surveillance Everything that is said on personality test is satisfactory, for there are no wrong answers in this category of test. The results helps the people conducting the interview to make decisions where the applicant is better suited and also the best milieu the person can better work in. The results will determine whether the person can work efficiently when placed under pressure and whether it would break his personal motivation when the person is put under enormous amount of pressure. Example, a sales person who struggles making sales outside and who’s very anxious about it may fare very well if they were to be brought inside to perform a customer relations job. This means that one has to look at a person from various scopes in order to comprehend their strengths and weaknesses. In some cases the ideal personalities vary, some high techs will regularly like it if they are to be set in a cubicle in a corner. Doing their jobs peacefully like entering codes in their personal computers, while others may do well when they compact directly with the clientele. Hire success has the tools to assess, create and keep a baseline profile for each position in the organization. This shows the perfect combination of behavioral traits and attributes that may approve to work best for a firm and also in different geographies. It’s certain that if one could carry out a personality test to each one in a company one would observe definite characteristics coming out in diverse positions. Some traits may denote the persona of the best people in the place of duty. Others may appear amongst the most awful. When there is an objective tool that will help in evaluating information, it gives a chance to establish a silhouette of the perfect candidate for the job. This information can be put in a baseline file and be used with every individual applying for the post enclosed by the baseline files. Certainly, each one is different and it is hard to find an applicant who meets 100% of the baseline criteria but as the process of hiring and promoting starts, people who are close to the baseline profile there is a chance of finding the best results. Thus can help to evaluate the results of the best workers there are in the company. In this way one will be able to impartially assess new applicants to their best standards that work well in the company. Having laid the general guidelines which are universally the foundation of conducting a good personality test- this applies in any case whether for inside or outside sales persons. It is easy now to look for the small traits and characteristics that will distinguish a good sales person who will do well in the outside world. The qualities are pretty much easy to differentiate and the person best suited for the job will standout as expected. It may be a little bit harsher outside than the inside. The outside world may be a bit below par because of the environment itself. Weather conditions of a place may keep on changing, every now and then. This may hinder people who are not able to work well in certain condition be it cold or hot conditions, from getting their goals. Some may be allergic to certain weather condition or it may be even particularly complicated for them to work in these conditions. The company may need to sometimes go pursue markets which are geographically different from the one a person is familiarized to. The company may be unable to achieve its objectives if it is not able to select the best personnel for its outside sales. The personality test for the outside sales persons should be able to help the company come up with a work force of persons who possess the quality of a “thick skin”. For it will need a person with a bold heart. It might come down with enormous constant worry and difficulties having to deal with people of all kinds and personalities. As an outside salespersons, it is evident one will meet with people opposed to the services the company might be trying to offer. Insults are a common issue especially where one might be trying to break ground with people who have different cultures and beliefs. The test will have to look for a person who after disillusionment, no matter how big it is, they are able to bounce back from the frustrations and carry on normally with their work. Sometimes one may come across certain people who take long to forget bad days, others hold grudges and may tend to take it down to anyone they come into contact with. This may not bring the best image of the company. The test is supposed to bring out people who are easy to relate with people and sociable. People who can make customers feel comfortable. Works Cited Collins, Michelle. “Making the Most of Personality Tests.” Canada One. Accessed: April 29, 2012. Updated: April 2004. . Compton Robert, Morrissey Bill, Nankervis Alan. Effective Recruitment and Selection Practices, 5th Ed, Sydney: CCH Australia Limited, 2009. Hire Success. “Features & Benefits of Personality Tests: Discover Why Personality Testing is an Important Part of Your Employment Screening Process.” Hire Success. Accessed: April 29, 2012. . McKenna, Eugene .Business Psychology and Organizational Behavior: A Student's Handbook, 3rd Ed. New York: Psychology Press, 200I. Trainor, Linda. “Personality Testing: Benefits and Risks Galore.” Vault. Accessed: November 12,2007.. Read More