5 Key Takeaways
- The study is built around the idea of “gaps” in the understanding of personality assessments, focusing specifically on the idea that a connection between the brain (or neuroscience if you will) and personality will influence whether or not a personality assessment will be purchased or used in the hiring selection process. The thought is that while many companies purchase pre-hire assessment testing software, there needs to be certain “sell points” for the software, and the study aims to understand if neuroscience qualities are sell points.
- The study was conducted with three different groups of people: HR experts, business management students, and psychology students, for a total of 318 people. Of this group, 168 of participants completed the neuroscience condition of the test, and 150 completed the non-neuroscience test condition.
- There are two hypotheses that the study seeks to determine. The first hypothesis is that “a test that refers to neuroscience information will be evaluated as more attractive than the same test without such information.”
- The second hypothesis is that “the positive effect of neuroscience information on the judgement of personality tests should be strong for business management students, moderate for HR experts, and small for psychology students.”
- The study found that the first hypothesis was incorrect, staying that “contrary to our expectations, the flyer with information was rated more negatively than the flyer without neuroscience information” demonstrating that, when looking for a personality assessment, neuroscience selling points can be a pain point. What’s more, in the second hypothesis it was found that HR experts reacted the most negative to the neuroscience selling points, while psychology students and business management students were not influenced.
Personality Testing, Pre-Hire Assessments, and Choosing the Right Assessment
When it comes to making sure you choose the right pre-hire assessment, there’s a lot of things you need to evaluate, and that includes how well the assessment can measure candidates from a scientific standpoint. Personality assessments are only as effective as their accuracy, and neuroscience in the personality test is part of what makes them so accurate.
Because HR experts are most averse to the idea of seeing neuroscience discussed when researching personality assessments, this can cause an organization to miss out on a potential company-changing piece of hiring software. It’s important to recognize that, while it may not be enticing or easy to understand, neuroscience plays an important role in personality testing and pre-hire assessment software. Any piece of software that’s presented with this information shouldn’t be dismissed; on the contrary, it should be embraced and explored further.
Topics: Short and Scholarly