Use Online Psychological Evaluation Before You Hire

By Patricia Oelze

Updated December 10, 2018

Reviewer Erika Schad, LCP, CWLC


As a human resources professional, you will understand that education, work experience and references from prior employers are all important, yet hiring an applicant who's apparently thoroughly qualified sometimes just doesn't work out. The truth is that, in the modern workplace, individual brilliance often matters less than group harmony. Specifically, goals are met and projects are completed not by just a single employee, but by the team of which he or she belongs. Unfortunately, someone who interviews well and is actually a pretty nice person, often just can't mesh with the rest of his group. This kind of situation is often a result of simple differences in personality and can be avoided by using online psychological evaluation as part of the hiring process.

The Benefits of Online Psychological Evaluation

What do you do when every resumé you receive looks like it was copied from the same source, or every interviewee answers all the standard questions impeccably and numerous people are technically qualified for the open position?


Today, applying for a job is a skill quite apart from whatever knowledge is actually required to do the work involved. Human resources professionals need to adapt to this fact and realize that certain aspects of work behavior just can't be adequately assessed in an interview. How will a prospective employee deal with conflict, or with high levels of stress? Even though he or she might have been a great team player in their previous job, does this mean they will click with their new co-workers?

Current best hiring practices, for any critical position, includes a psychological and personality test to assess the psychological compatibility of a person with other individuals, general aptitude, intelligence, as well as the company culture as a whole.

How to Perform Online Psychological Evaluation

There are a number of online services that can support the hiring process, either as a specialty or as part of a wider offering. The tests and evaluations are typically performed by qualified therapist or psychologists and can cover anything from a person's ethical inhibitions to their basic personality. Such a service can also make general recommendations about team composition, such as whether a goal-oriented manager can effectively work with a process-orientated specialist.


Such suggestions and test results are not merely informed opinions but represent objectively valid data. If you strive for a hiring process that is auditable as well as efficient in matching the right person to the right role, this is exactly what you need. Hiring the wrong person can be costly both monetarily and in the impact, such a choice can have on the organization as a whole. Aside from that, placing the wrong person in the wrong position is not doing them any favors, either. These are the mistakes HR departments specifically exist to avoid, and not using every tool available to you is not the best standard of practice. Rather than following a cookie-cutter approach and simply selecting the applicant with the most advanced degree or the most years of experience, embracing other sources of information about a person now represents best hiring practice.

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