Why Personality Tests Cannot Predict Employee Performance or Improve Employee Retention

When the world’s first personality test was developed at the University of Illinois, its developers indicated that such tests should not be used for screening job applicants.

Download our white paper to learn more about the development of the Performance Profile Questionnaire as an evidence-based recruitment tool.

• See proof why personality tests cannot successfully be used by recruiters to screen job applicants.

• Recognize the significant difference between knowing a person’s personality and being able to predict either their role-related performance or their potential for long term employment.
  

• Learn about the development of Performance Profiling, a method specially created to overcome the limitations of personality tests.

• Read the results of using the Performance Profile, independently verified by Dr. Richard Feinberg, Professor of Consumer Science at Purdue University.

Please complete the form on the right to download our white paper and learn why a personality test cannot predict employee performance.

Graph: Effect of the Performance Profile on employee retention for a leading U.S. organization