Which types of personality tests can be used in the recruitment process?
For many companies, including nearly all Fortune 500 companies, personality assessments are a common part of the recruitment process. The challenge is to find an assessment that has been validated for use during selection, focuses on the most important criteria and delivers valid and precise outcomes.
Wingfinder is based on 30 years of psychological research, carried out across thousands of scientific studies and analyses that clearly point to four areas, more influential than any others, as components of employability and career success for knowledge-based jobs. The Wingfinder model has four areas: Connections, Thinking, Creativity and Drive. Each area of the Wingfinder model comprises different strengths, 25 in total, offering millions of possible unique combinations. Wingfinder assesses these four areas in 35 minutes with approximately 280 questions through four different assessment formats.
Wingfinder is designed for use at the very begining of a selection process in order to maximize the value delivered to both the applicants and the hiring team. It helps recruiters in their selection process by providing valid and reliable information about a candidate's likelihood of success very early in the selection process while also delivering value to candidates by providing insight and meaningful positive feedback about their strengths, with coaching guidance for action and development in their professional life.
Wingfinder was validated using existing psychological tests from IPIP, which is one of the most widely used batteries of benchmark tests of psychological constructs. The Thinking factor of Wingfinder measures the ability to reason abstractly and solve complex problems using spatial and numerical reasoning. Thinking was benchmarked using the ICAR‐16 measure of cognitive ability, a globally used benchmark, as well as Hogan Assessment's "Matrigma" assessment. There are ongoing validations to make sure the test stays accurate and reliable, including studies around content, discriminant, convergent, internal and predictive validity, disparate impact and reliability studies. This gives the opportunity to continually enhance Wingfinder to be a valuable tool for people both applying for roles and seeking development feedback.