The ability of individual differences, as measured by personality traits, to predict important life outcomes has been extensively examined by research. Literature reveals that personality may affect up to 30% of the variance in job performance, with certain personality traits being associated with enhanced performance, job satisfaction, training proficiency, staff turnover, length of tenure, absenteeism and salary level and many others. The above findings highlight the importance of assessing personality, as it plays a key role in the selection process by maximizing organizations potential to obtain an optimal match between candidates' personalities and the job roles of interest.
For specific job roles where organizations are mainly interested in assessing candidates personality, either because cognitive ability is assessed by other means or due to a particular emphasis in candidate’s personality fit to the organizational context, Bryq created the Personality Only assessment. This assessment uses an array of questions that measure work style, teamwork, social skills, and overall personality and can provide useful insights into candidates-role fit.
The Personality Only assessment has a nominal duration of 7 minutes and includes 64 personality questions and no cognitive questions.
During this quick assessment, candidates will answer questions from Idalto's CEO, Jack Bell. The questions included will give Bryq customers a closer look at the candidate's fit for traits including Abstractedness, Openness to Change, Reasoning, Perfectionism, Liveliness, Dominance, Emotional Stability, and more.
If you are interested in learning more about the Personality Only assessment, please reach out to our Customer Success team at firstname.lastname@example.org.
Frieder, R. E., Wang, G., & Oh, I. S. (2018). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology, 103(3), 324.
Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: a meta-analysis. Journal of applied psychology, 87(3), 530.
Seddigh, A., Berntson, E., Platts, L. G., & Westerlund, H. (2016). Does personality have a different impact on self-rated distraction, job satisfaction, and job performance in different office types?. PloS one, 11(5), e0155295.
Wilmot, M. P., Wanberg, C. R., Kammeyer-Mueller, J. D., & Ones, D. S. (2019). Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence. Journal of Applied Psychology, 104(12), 1447.