Here’s Why Recruiters and Job Candidates Are Using Personity

While recruiters and job candidates are on opposite sides of the table, they have one very important thing in common. Though one is on the hiring side and the other is on the hopeful side, they are both searching for the right fit.

It’s pretty much ALL about the right fit.

Most recruiters seem to agree, hiring the right candidate is a challenging task. Companies and recruiting professionals often exceed target hiring dates more than they like to admit while trying to identify the right candidate. Candidates that may seem perfect in terms of their hard skills can be rejected or overlooked due to uncertainty that they will have the right personality to be successful in the role. And that uncertainty is given serious weight because, while good fit leads to a highly productive individual, bad fit costs the company in a variety of ways that we’ll discuss in future blogs.

For candidates, determining whether or not a company has the right culture is a daunting task. A handful of interviews typically provide just a small glimpse into the dynamics that will determine whether or not the candidate will be happy and successful. And the very last thing any job candidate wants is to accept an offer with a company only to find increasing levels of dissatisfaction just months or weeks into the job. Being truly happy and passionate about your workplace is crucial to long term job success.

So how does Personity enter the picture?

We believe that finding the right fit comes down to identifying and matching candidates based on personality. But, using traditional approaches to evaluating personality simply take too long, and frequently don’t work at the desired speed of the hiring process. We set out to build a solution to this issue, giving both recruiting professionals and candidates a tool to effectively evaluate “right fit.” Starting with an industry leading personality model (Big Five/OCEAN for those of you with psychology backgrounds) we added deep machine learning and AI, then hid all of the complexity behind a very simple and friendly user experience.

Respect and Privacy

Recruiters: According to CareerBuilder, 70% of U.S. based companies review candidates’ social media. This is frequently without using any special tools or consent by the candidate. One of the single biggest risks with this approach, of course, is that social media content can be subjectively interpreted by the person reviewing the content. Taken out of context, such content can lead to a candidate being viewed less favorably for the job.

Candidates are becoming increasingly aware that potential employers may check their social media pages and do a broad internet search in an effort to get to know “the real you.” And it’s hard to blame them, given the simplicity and speed of a Google search.

We designed Personity in an effort to remove subjectivity while promoting transparency, and security. After the candidate has given their consent for Personity to complete the personality report, they have the opportunity to review their assessment and give consent for assessment results to be shared with the potential employer. We don’t save or use any data for any purpose other than the personality assessment. Recruiting professionals using Personity are able to build stronger relationships with their candidates by determining candidacy in an open, unbiased, and non-intrusive way that a candidate can truly appreciate.

A unbiased tool that can dramatically improve employee-company fit in minutes while being an open, simple to use, and secure? Seems like you might benefit from taking us for a spin! We’d love to see if we can help. Give our platform a try.