CazVid: Job Listings & Resume Videos

Choosing new employees is one of the most significant and intricate tasks that businesses perform. Finding applicants with the appropriate technical capabilities is important, but so is assessing their potential, drive, and fit with the company. Consequently, you can be sure that the chosen applicants will be more productive, have a better ability to adjust to the job, and have a reduced turnover rate by using a personality test.

However, how can we find out about the candidates' personalities? What resources are available for us to do it efficiently and impartially? We'll discuss personality assessment in this post, along with how using them in conjunction with the CV video might enhance your hiring procedures.

Let's Discuss Personality Assessment

Personality tests are psychometric tools that assess an individual's traits, preferences, and qualities in several spheres of their lives. These assessments help us understand people's behavior, interpersonal relationships, problem-solving techniques, self-motivation, learning styles, etc.

It's crucial to make clear that these are assessments of attitude rather than ability or aptitude. Different ways of being and understanding the world exist instead of right or wrong responses. These are trends that can change based on the situation and environment, not rigid, unchangeable designations either.

How Many Types Exist?

Personality assessments come in a variety of forms, each with its own theory, methodology, and goal. Among the most popular and in use are:

• Based on Carl Jung's theory of psychological types, the Myers-Briggs Test (MBTI) divides individuals into 16 types based on four dimensions: sensation/intuition, thinking/feeling, extroversion/introversion, and judgment/perception.
• The Lüscher Color Test gauges an individual's emotional state and personality by asking them to select eight colors in a certain order. It is based on the notion of color psychology.
• Based on William Moulton Marston's notion of the four temperaments, the DISC Test assesses a person's behavior based on four criteria: compliance, influence, dominance, and stability.
• The Big Five Exam assesses conscientiousness, extraversion, agreeableness, neuroticism, and openness to new experiences. It is based on the theory of personality traits.

There are numerous such examples; these are just a handful. Selecting the test that best fits your goals, target audience, and financial constraints is crucial.

Reasons Why Businesses Use Personality Assessments

There are several uses for personality assessment in the workplace for both employers and employees. Among them are:

• Enhance self-awareness and personal growth: they assist individuals in better understanding who they are, recognizing their values and motivations, identifying their strengths and shortcomings, and developing their abilities.
• Encourage understanding and empathy among the members of an organization by letting them know about each other's needs and expectations, as well as their similarities and differences, they facilitate communication and teamwork.
• Optimize human resource management: personality assessments are a very helpful tool for HR managers to choose, develop, assess, and hire the best candidates for each role and project.
• Boost productivity and job satisfaction: by encouraging commitment, cooperation, respect, and trust between staff members and the business, they help to improve the atmosphere within the workplace.

The Significance of a Personality Exam in the Hiring Process

Recruiting is one of the most common and advantageous applications of personality assessment. We are discussing how to give more in-depth and comprehensive information on the candidates in order to enhance and supplement their CV and job interview.

During hiring, a personality test enables you to:

• Sort the applicants based on their values, motivations, interests, and personality attributes to see which ones most closely match your ideal candidate profile.
• Analyze the candidates against one another using the test findings in an impartial and consistent manner.
• Reduce the amount of interviews and extra tests you need to do in order to save time and money.

By having more information and criteria to help you pick the optimal choice, you may improve the caliber and efficacy of your selection procedures.

Relationship Between the Desired Profile & Personality Type

You must be clear about the type of candidate you are seeking for the position you are offering if you want to get the most out of personality assessment during the hiring process. It's more important to find someone with the qualities and abilities needed to accomplish the job well rather than someone who exactly matches your company's or your own personality type.

In order to accomplish this, you must define the job profile while considering the following factors:

• The job description includes information on the duties, responsibilities, autonomy, hierarchy, and nature of the interaction with clients, suppliers, coworkers, among other things.
• The prerequisites include the information, abilities, attitudes, and values needed for the role; the degree of training, experience, and languages needed; the certificates or licenses needed; and more.
• Competencies: what kind of intelligence, creativity, leadership, communication, negotiation, problem solving, adaptability to change, and other traits are anticipated of the candidate.

After the profile has been established, you may compare it to the candidates' personalities to determine which ones are most suited for the job. For instance, you would probably choose an extroverted, amiable, and stable candidate over an introverted, critical, and anxious one if you're hiring for a customer service role. In contrast to someone who is closed, sensory, and stiff, you might be drawn to someone with an open, intuitive, and flexible personality type if you're searching for someone for an innovative role.

How to Use a Video Resume to Conduct a Personality Test

Examining candidates' personality types can be done in part by using the video resume. An audiovisual presentation of the candidate's professional background, accomplishments, goals, and personality is called a video curriculum vitae. It's a means to make a lasting impression on the recruiter, demonstrate uniqueness, inventiveness, and drive, and stand out from the competition.

It is unquestionably a great tool for assessing the applicants' personality type because it lets us see things like:

• Verbal language: the words, loudness, tone, and rhythm that the candidate employs to communicate.
• Nonverbal cues include the candidate's posture, look, gestures, and facial expressions.
• Content: the details, illustrations, accomplishments, and goals that the candidate shares.
• Format: the duration, quality, editing, and resources used by the contender to produce the video.

Common Questions to Assess the Video Resume

You can use some common questions to assess the candidates' video resumes and determine their personality type. Among these inquiries are:

• Does the candidate come across as assured, self-assured, and resolute, or as uncertain, timid, and insecure?
• Are they introverted, quiet, and reserved, or extroverted, gregarious, and enthusiastic?
• Are they emotive, intuitive, and subjective, or is it rational, logical, and objective?
• Are they flexible, impulsive, and adaptive, or structured, planned, and organized?
• Is the candidate coming across as aggressive, critical, or cooperative, or as cooperative, kind, and conciliatory?
• Do they seem normal, sensible, and realistic, or inventive, creative, and original?
• Are they inspired, devoted, and passionate, or are they uninspired, uninterested, and bored?

These are not the only questions you can ask; these will help you lead your analysis of the candidates' video resumes. It is crucial that you maintain objectivity, critical thinking, and observance while avoiding being swayed by preconceived notions or gut feelings.

How to Use the Personality Test When Watching Resume Videos

The plan is for you to start by shortlisting the videos of applicants who fit your requirements in terms of quality, profile, and standards. Next, using the answers to the earlier questions, assess each video from the aforementioned group. You should receive at least a list of the finalists from this.

You can now use the personality test you choose to categorize them based on their qualities or personality types.

To do this, you must award each candidate a score, a letter, a color, or a category, depending on the requirements and guidelines given by the test you have chosen.

If the Myers-Briggs test is your preference, for instance, you can designate for each candidate one of the sixteen personality types that result from combining the four dimensions: sensation/intuition, thinking/feeling, extroversion/introversion, judgment/judgment, and perception. In this manner, you will be able to determine whether the applicant is an ISTJ (introverted, sensory, thinker, and judger) or an ENFP (extroverted, intuitive, sentimental, and perceptive).

Alternatively, if you've opted for the Big Five assessment, you can rate each applicant on the five qualities of neuroticism, conscientiousness, extraversion, agreeableness, and openness to experience on a scale of 1 to 5. In this manner, you will be able to determine whether the applicant is, for example, extremely extroverted, responsible, open, kind, and neurotic, or exactly the opposite.

In Summary

Tests of a candidate's personality type can help you better understand their traits, preferences, and potential, which makes them an invaluable tool for streamlining the hiring process.

By combining personality assessment with video resumes, hiring managers may assess candidates more dynamically and effectively by seeing their behavior, communication, and personalities in a manner that is audiovisual.

In order to accomplish this, select the personality test that best meets your goals, specify the job profile, assess the candidates' video resumes with pertinent questions, and then use the personality exam to categorize the applicants. based on their personalities or kinds. You will be able to improve the caliber and efficacy of your hiring procedures by filtering, contrasting, and choosing the applicants who most closely match the position you are offering.

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