Using Personality Tests- From Hiring and Beyond

There are many personality tests available, but how do you know which ones are legitimate? And how can you tell which test will be the best for your firm? How much weight should a personality test result be given in the hiring process. In this episode of the Successful Barrister podcast, Marc Whitehead and Diana Berry answer these questions and more, and explain why they use the DISC test and the Hiring MRI test at Marc Whitehead & Associates.

For detailed show notes, navigate using the timestamps below:

[1:00] Marc Whitehead introduces himself, cohost and COO Diana Berry, and the subject of the episode: personality testing. The firm uses personality testing to hire candidates and to create better teams.

[3:02] Marc Whitehead & Associates uses the DISC profile and the Hiring MRI, also called the Jay Test at the firm because it is administered by Jay Henderson. The test asks unusual questions to find risks in candidates.

[4:51] The DISC profile does not have “good” or “bad” results, instead it highlights different tendencies. The Hiring MRI is different because there are positive and negative results.

[5:52] DISC stands for dominance, influence, steadiness, and compliance. Your DISC profile is about your tendencies, not your destiny, so it is possible to go beyond your DISC type.

[7:35] High Ds make great attorneys because of their aggressiveness and assertiveness. High Is are good with people and tend to excel at customer service. People who score high in S are reliable and good mediators. High Cs are the best rule-followers. They are conscientious about getting things done and tend to finish work before deadlines.

[10:27] Marc likes people who score high in S and C because they tend to be reliable and driven.

[11:25] The Hiring MRI tests people on twelve domains. The best you can do on the text is nine-three, or nine positive and three areas for concern. Diana actually scored a seven-five on the test, meaning she had five areas for concern, but she was still hired.

[13:39] Personality profiles are a tool in the hiring process, but they are not the end-all be-all. They should be used alongside a variety of tools.

[21:33] When the Hiring MRI test brought up potential red flags for Diana, Marc focused on those categories when interviewing her and her references. He found that the answers he received ran contrary to the test results.

[22:01] The firm is currently testing out the Meyers-Briggs personality test. Marc is an ESTP, which is an entrepreneur personality type. Diana is an ISFJ, or a defender. This means that she is dedicated and protective.

[24:54] These personality types in leadership discussion can help Diana and Marc understand their team members and navigate conversations with them.

[31:04] Personality tests aren’t free, so you need to evaluate what is right for your firm. Marc Whitehead & Associates only uses personality testing for the last two to three candidates. Hiring a bad candidate is very expensive, so tests to put the odds in your favor are worth the cost.

[34:55] The sixteen personalities are free. There is also a test called the predictive index that many employers use, but it is more expensive.

Visit the Successful Barrister website: https://www.successfulbarrister.com/

Visit the Marc Whitehead & Associates website: https://disabilitydenials.com/

Email Marc Whitehead: marc@marcwhitehead.com