Many people have resumes that only look good on paper but not in reality. The reason may be that they have the required education and experience for the job, but not the required skills set and aptitude for the job. Therefore, it is strongly recommended to do personality assessments during the nonprofit executive search, in order to predict the candidate’s success rate for the job before hiring him/her.
- Advantages of Doing Personality Assessments
- Personality and Behavior assessments give an insight into the personality traits and characteristics of an individual. Proper tools are used for this purpose which shows clear and accurate results.
- You can also use these tools for personality assessment to understand the candidate in a better way and then ask more questions from him/her to finally judge the suitability of the candidate for the job.
- Disadvantages of Doing Personality Assessments
We all know that with every pro, comes a con. And performing personality assessments during the nonprofit executive search has its disadvantages too.
- The assessment test actually requires the hiring committee to design or craft a set of attributes needed for the executive post. So, if they put in incorrect attributes, then the results will, of course, be wrong, and even a suitable candidate for the job wouldn’t seem suitable at all.
- Also, we need to understand that nobody is perfect. Many people think as if the person hired for the executive post shouldn’t have any weaknesses at all and reject anyone whose weaknesses or even potential weaknesses come up during assessment test, so this thing needs to be taken under control.
Tools for personality assessments provide true and accurate results. However, the hiring board should be trained enough or should have a facilitator with them to perform the test properly and assess its results.