Print Page  |  Close Window

Press Release

Personality Tests And Assessments In The Workplace: Myth Versus Reality
CEB's Joe Ungemah Available for Comment

WHAT: The increasing media speculation around the value of assessments to identify and develop employees suggests that this is a new and unproven approach. However, talent assessments have been used by organizations to vet employees for more than 30 years. They are applied to positions ranging from entry-level to senior executives.

CEB Logo.

Currently, 75 percent of companies globally require employment candidates to complete a talent assessment, whether job or personality related. Outside of a resume or interview, assessments give employers insights into candidates' critical thinking skills, and whether they are qualified for the job.

WHO: Dr. Joe Ungemah, talent practice leader, CEB

  • Doctorate in I/O psychology from London Metropolitan University
  • Master's in social psychology from University College London
  • 10+ years advising organizations on the best talent solution for their company
  • Featured on Fox Business News, Talent Management magazine among others
  • Presenter at leading I/O psychology events SIOP and ATP

WHY: According to Ungemah, "The talent war is heating back up and great employees are hard to find and harder to retain. Recruiters need to fill leadership gaps created by retirement; meet the needs of Millennials; and satisfy business partners who are hungry for the hires that will help them meet their goals.  Despite reports to the contrary, assessments provide valuable information to make these key people decisions, but recruiters are often wary of them due in part to common misconceptions."

  • Myth 1: Assessments are only for new employees – Employers are not clear who the best successors are for a given role and arguably, they might have more information on candidates than they do on existing staff.
  • Myth 2: Assessments don't add value – When multiple assessment methods are applied, they can predict 40 percent of an individual's workplace behavior.
  • Myth 3: Assessments are boring – Assessments have evolved beyond written responses to a battery of questions. Now candidates complete integrated simulations, use multimedia and serious games and participate in immersive experiences that reveal their disposition for the job.
  • Myth 4: Assessments scare off potential candidates – Candidates not actively looking for a career change often fail to complete assessments during the hiring process. Potential employees who are truly attracted to the employer and the position rarely fall out of the hiring process.
  • Myth 5: Assessments are one-sided – The best programs use what is discovered through the assessment process to provide coaching and development to current employees.

Please contact Wunmi Bamiduro at 571-303-4573 or wbamiduro@cebglobal.com if you'd like to speak with Dr. Joe Ungemah on these and other myths as well as the business value assessments deliver to organizations and employees.

About CEB Inc.
CEB is a best practice insight and technology company. In partnership with leading organizations around the globe, we develop innovative solutions to drive corporate performance. CEB equips leaders at more than 10,000 companies with the intelligence to effectively manage talent, customers, and operations. CEB is a trusted partner to 90% of the Fortune 500, nearly 75% of the Dow Jones Asian Titans, and more than 85% of the FTSE 100. More at cebglobal.com.

Logo - http://photos.prnewswire.com/prnh/20131107/PH13083LOGO

/PRNewswire -- July 27, 2015/

SOURCE CEB