Practice Management: Personality Testing

Your practice is growing and you are hiring. But as you peruse the stack of resumes, how can you know who is actually a good fit for the job? An introverted, unfriendly receptionist; an anxious, easily stressed-out office manager; or a dishonest bookkeeper will be unsatisfactory matches with the basics of their positions. They aren’t likely to excel—or to stick around very long. And in the meantime, they can create pandemonium in your practice.
Hiring missteps come with an expensive price tag: A bad hire can cost an employer anywhere from 1.5 to 5 times the employee’s annual salary and benefits. In addition to the direct costs, indirect costs may include unhappy patients and poor employee morale. Yet, negative or ill-suited personality traits may not be evident on a resume. That’s why you may want to consider pre-employment personality testing as a hiring tool. Such tests, which typically include a number of multiple-choice questions answered by the applicant, are designed to reveal personal characteristics, traits, temperaments and/or dispositions. Some tests measure honesty and integrity, others measure the degree to which a person is introverted or extroverted, and some measure mental stability or psychopathology.
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