How To Handle Candidates Who Refuse To Complete Personality Tests

The popularity of personality testing in the workplace is skyrocketing. Thanks to advancements in employee assessment technology, the Internet, and an ever-increasing eye on productivity, employers are taking aim on high potential candidates with the laser beam accuracy of online personality tests.

But what happens when the highly-recruited, star prospect refuses to take "your stupid little test"? Yes, that is exactly how one candidate reacted when she left a message for the CEO. "Who did he think he was," she screamed, deriding him for even questioning her fitness for the job. Concerned he might have done something wrong, he called me immediately. "What should we do in the future if a candidate refuses to take the assessments."

My answer is quite simple. One of the most enlightening benefits to come from personality tests sometimes has nothing to do with the test itself. When you read what I'm about to tell you, you'll kick yourself.

I asked him, "What would you do if the candidate refused to complete your application or submit a resume? What if he rejected your interview questions or refused your request to check references and his background?"

"We wouldn't hire him, of course," he replied. "Then why would you treat the personality tests any differently?" I responded. How an individual responds to each stage of the selection process is as important as what they do and say during the interview and on assessments.

I continued, "if you're looking for someone who's feisty, willing to say what's on her mind even when it's not popular or even proper, and chock full of confidence, you don't even have to ask her to complete the personality assessment. She passed with flying colors. But if you're looking for a team player, who remains composed under pressure, and displays a little savvy when dealing with adversity, this candidate obviously hasn't gained those skills."

"I never even considered that aspect of testing," he said. "And the best part is that test didn't cost us a dime!"

More recently, a client of ours had several hundred candidates apply online using our applicant processing system. Each candidate was asked to submit a resume, apply to a series of online interview questions and complete a personality test. While most candidates complied with the selection requests, one responded with this telling email:

I have an undergraduate college degree from Rutgers NJ, and a
half a semester at Georgetown U, I made about 8M so far in my
career life. SCREW THIS B******T!

Take your test, and shove it where the sun don't shine!

This "gentleman" (and I use the term very loosely) even signed the email with his phone number. Gutsy but true!

John (not his real name) revealed his true colors without the hiring manager having to spend a dime or wasting a minute of valuable time processing him. Without some type of screening process, this candidate might have been considered high-potential based on his experience and resume. But thanks to a structured screening process, John was weeded out early. Management saved valuable time and resources which they were able to invest with other qualified candidates. Most important, the company likely saved thousands of dollars by avoiding an expensive wrong hire.

Had John completed the online personality test, the report would likely have revealed that John was assertive, reactive, self-sufficient, outgoing, and excitable. But John didn't complete it and who cares. His actions spoke much louder than any answers to any test or interview could have provided.

That's what personality tests and interviews are designed to do - they tell managers how an individual will respond to problems, competition, adversity, time management, decision-making prioritizing, communicating with others, and stress. Work-related personality tests and behavioral interviews aren't supposed to be about finding out if you like this person. They are designed to identify individuals who will be successful in the job and fit in the company culture.

Personality tests add accuracy and speed to the selection process. Personality tests take very little management time to administer and provide invaluable information about future job performance, without having to spend hours screening out the unqualified candidates from the high potential employees. The results of personality assessments can then jump start interviews and allow the hiring manager to focus on the job specific interview questions.

I've observed thousands of test-takers over the years and the behaviors they display are uncanny at predicting job performance. Some fidget, other talk. Some are focused, others are easily distracted. Some answer questions quickly, others think and ponder. Some finish quickly, others meticulously review and check their work. When all is said and done, the astute and trained observer can assess a candidate with the highest degree of reliability - but that takes time and training. By combining casual observation with the accuracy of online personality tests, the interviewer gets a complete picture of a candidate's behavior and job fit in a fraction of the time.

Need help in hiring or promoting the right employees? Success Performance Solutions provides behavioral interview questions, pre-employment tests and background checks for all size businesses and all employee positions. And more about understanding online personality tests.