Making the Most of Personality Data in Interviews

Establishing the Do’s and Don’ts

What will make your recruitment process stand out?

Incorporating personality data into your hiring process can be a game-changer – but only if it’s used well. When used appropriately, personality assessments provide objective insights that go far beyond what typical measures such as CVs or interview performance can provide. But when applied clumsily or without context, they risk being misinterpreted, leading to poor hiring decisions, or even reinforcing bias.

Understanding a candidate’s personality during the recruitment process enables you to select individuals who are not just technically competent, but also a good fit for the role and organisation.

Personality traits are common underlying characteristics that can explain the behaviours we see people showing, the stronger someone’s preferences, the more likely that it will impact their everyday behaviour – amplifying the tasks they enjoy and requiring active effort in areas they don’t.

So, how can hiring managers and HR professionals use personality data to enhance – not hinder – the interview process?

Here are some essential do’s and don’ts:

✅ DO: Use It to Inform, Not Replace, Human Judgement

Personality assessments are a useful source of insight, but they should complement (not substitute) your own professional judgement, interview findings, and other data sources. Interpreting personality data requires training and context. Qualified practitioners, such as BPS Test Users, are equipped to apply these tools responsibly, ensuring results are interpreted accurately and ethically. If you're involved in hiring decisions, gaining the relevant qualifications can significantly enhance your confidence and capability when using psychometrics.

❌ DON’T: Assume Personality = Capability

Someone’s preferences don’t always reflect what they’re capable of doing. For example, someone who prefers working alone may still be a strong collaborator when required. It is therefore necessary that interviewers avoid making assumptions and/or value judgements based on limited data.

✅ DO: Tailor Your Interview Questions

Personalising interview questions allows you to explore the areas that matter most for the role, as well as the candidate’s likely strengths or potential development areas. This leads to more meaningful conversations and deeper insight into how someone might perform in the role and fit within your team.

❌ DON’T: Treat Scores as ‘Good’ or ‘Bad’

There’s no such thing as a ‘good’ or ‘bad’ personality – but certain traits may be more or less suited to specific roles or environments. For example, a candidate with a strong preference for routine and stability might feel de-motivated in a fast-paced, constantly changing setting. In a healthcare role that demands adaptability and comfort with chaos, this could present challenges. Use the interview to explore how they’ve handled similar environments in the past, rather than making assumptions based on scores alone.

✅ DO: Combine Data with Other Evidence

A strong recruitment process draws on multiple sources such as interviews, CVs, psychometrics and work samples. This gives a more well-rounded view of the candidate and helps reduce the risk of making decisions based on a single data point. Relying on just one assessment method risks overlooking potential concerns or strengths and can undermine decision quality.

❌ DON’T: Use an Assessment Without Prior Research

Before selecting a tool, ensure you’ve clearly defined what the role requires, what you’re aiming to measure, and whether the assessment is scientifically valid and reliable. A structured job analysis is a good place to start.

✅ DO: Offer Candidate Feedback

Providing candidates feedback on their psychometric assessments allows them to increase their self-awareness and continue their development whether their application was successful or not. They also know that the company values job-fit, improving their overall experience and making sure they feel ready and comfortable in their new role.

❌ DON’T: Hire People Just Like You

While it’s natural to gravitate towards those with similar styles or values, doing so can limit innovation and perspective. Different personalities bring different ways of thinking – which is exactly what you need when solving problems or generating new ideas. A diverse team allows individuals to play to their strengths and collaborate to offset each other’s development areas.

Final Thoughts

Used thoughtfully, personality data can enhance interviews, create more targeted conversations, and help you uncover potential that might otherwise go unnoticed. But it must be handled with care, nuance, and training.

Hiring decisions are too important to rely solely on instinct or incomplete data. Psychometrics offer the ‘why’ behind the ‘what’ – but it’s up to us to ask the right questions.

Find out more about personality in the workplace here.

Interested in using psychometric data in your recruitment process? Book a free 30 minute consultation.