Just a tick box exercise? The perceived role of personality assessments in recruitment and selection

This qualitative study investigated the perceived role of personality assessments in recruitment and selection from both candidate and hiring manager perspectives, with a focus on comparing the United Kingdom (UK) and Turkey to explore any differences between the two unique cultural contexts. The study also examined any challenges associated with translation and/or interpretation, as well as the potential impact, if any, of personality assessments on selection decisions. We conducted semi-structured interviews with eight participants, comprising three from Turkey and five from the UK, with a 50/50 split between candidates and hiring managers. Reflexive thematic analysis was the appropriate approach for data analysis, and we generated four themes: (1) "It's not personal": it can be an emotive process and feel impersonal for candidates, (2) Overthinking happens: for both candidates and managers, especially in a competitive recruitment environment, and could impact decision making, (3) The "dangers" of interpretation: success depends on the interpreter's capability, feedback quality, and how the results are used, and (4) Communication is crucial: it can make or break the candidate experience and perceived fairness, with a consensus amongst participants that personality assessments could be perceived as "just a tick box exercise". Suggestions for future research and practical contributions are discussed, along with the study's limitations.