{"id":25406,"date":"2022-03-09T14:12:35","date_gmt":"2022-03-09T14:12:35","guid":{"rendered":"https:\/\/www.talogy.com\/the-benefits-of-personality-powered-interviewing-2\/"},"modified":"2025-11-13T17:05:41","modified_gmt":"2025-11-13T17:05:41","slug":"the-benefits-of-personality-powered-interviewing-2","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/the-benefits-of-personality-powered-interviewing-2\/","title":{"rendered":"The benefits of personality-powered interviewing"},"content":{"rendered":"\n

Personality-Powered Interviewing ticks those boxes and more in terms of interview best-practice. But it also takes things further by leveraging the rigour of an established personality questionnaire to drive greater personalisation for the candidate and more robust insight for the employer. <\/p>\n\n\n\n

This approach basically involves the interviewee completing an online Personality Questionnaire, such as Cubiks\u2019 PAPI in advance. Once completed, an interview guide magically appears (via automation) that\u2019s highly structured, easy to use and most importantly, tailored to each individual candidate\u2019s unique personality. <\/p>\n\n\n\n

More than just a set of questions<\/h2>\n\n\n\n

The Interview Guide\u2019s simple exterior masks a complex series of theoretical and statistical algorithms, powering the alignment of established personality theory with a company\u2019s unique set of cultural values and competencies. The Guide itself becomes a wonderful blend of genuine consideration for a candidate\u2019s own personality, set within the context of the job and the company\u2019s own culture. <\/p>\n\n\n\n

These guides use robust data to help interviewers focus their questioning on areas that will highlight candidate \u2018fit\u2019 and capability. Conducting and responding to these interviews feels more personal, more genuine and developmental, but also more informed and powerful. And that\u2019s simply because you have the benefit of 50 years\u2019 worth of personality research driving the data being captured and informing the very questions being asked. <\/p>\n\n\n\n

An attractive prospect<\/h2>\n\n\n\n

In terms of real-world application, candidates say this kind of interview reassures them that the employer is taking recruitment seriously. It\u2019s a clear message when employers have invested in rigorous processes and staff training. Candidates also tell me that in these interviews, they felt that the company really wanted to get to know who they are, rather than just what they can and can\u2019t do. That\u2019s candidate attraction, right there in the middle of the interview. <\/p>\n\n\n\n

At Cubiks, we\u2019ve worked with a number of companies that had experienced the negative impact of an historic lack of consistent interview practice. Businesses in which HR Managers had been conducting their own \u2018unique\u2019 style of interviews, with some infrequent but costly recruitment mistakes. It\u2019s a fairly common situation. The solution for many was to introduce a Personality-Powered Interview, using PAPI, which would be delivered at the final selection stages for all roles. <\/p>\n\n\n\n

5 Benefits of Personality-Powered Interviewing<\/h2>\n\n\n\n
    \n
  1. Rapid global consistency – via automated and standardised Interview Guides \u2013 quick to set up and simple to use.<\/li>\n\n\n\n
  2. Personalisation \u2013 with all candidates receiving a personalised interview experience and feedback. This helps improve their perception of the employer and increases engagement in the process.<\/li>\n\n\n\n
  3. Saving time \u2013 for every recruiting manager, because they no longer need to write their own interview questions.<\/li>\n\n\n\n
  4. Building confidence \u2013 greater standardisation of interview ratings reassures the organisation that they are making good judgements about people at the critical final stages of selection.<\/li>\n\n\n\n
  5. Inclusive practice \u2013 the combination of using a tool like PAPI, that\u2019s developed cross-culturally, alongside a globally consistent interview methodology, best-practice question design and objective rating criteria delivers a fair and accessible interview experience for all candidates.<\/li>\n<\/ol>\n\n\n\n

    The cherry on top of Personality-Powered Interviewing relates to the additional data this approach gathers via the psychometric tool and how this can bring further benefits after the interview. If used to its full capacity, one personality questionnaire can become a \u2018Whole Solution\u2019 and extend its influence into the development of successful recruits too. In essence, one single data capture (completing the questionnaire) can bridge the gap between Selection and Development. It is absolutely possible to use data to shape on-boarding objectives and help people hit the ground running in their new jobs. <\/p>\n\n\n\n

    It\u2019s a powerful thing, having one simple approach that offers a range of benefits to the employer and the candidate simultaneously.<\/p>\n\n\n\n

    \"\"<\/figure>
    \n

    Improve recruitment efficiency, effectiveness, and the candidate experience<\/h2>\n\n\n\n

    A practical advice guide for 2022 and beyond<\/h3>\n\n\n\n

    Finding good talent is a struggle. The intense, worldwide competition for the right talent calls for organisations to design better, frictionless recruitment processes. <\/p>\n\n\n\n

    Download our advice guide to understand how to build a better recruitment process in 2022. You will discover: \u00a0 <\/p>\n\n\n\n