Andrew, before you get to personality tests you should make sure that you are clear about what the needs of your business are? What qualities are you looking for in your employees? A personality test (such as ones based on Meyers-Briggs) can give you some insight into how a given person thinks and behaves, but it is only one tool of measurement that should be used in conjunction with other vetting tools and techniques, such as a good interview process and background checking.

Andrew, Personality test are great if you choose the right company and set of test. The biggest mistake most businesses make is letting the pre-screen test take the place of good recruiting. This is usually due to someone wanting a magic pill recruiting solution. They don't exist. Feel free to email me to discuss this matter in more detail. assesment or personality tests should only be used as a verification against the information your recruiter(s) compile. We provide free advice in the areas of talent human resouce and management and have a unique signature service which allows small and medium businesses (SMEs) to compete against larger corporations and larger corporations to lower their cost-to-hire and quality-to-hire. jeffd@lporg.com

Howdy, personality tests are great.  However, they can often be too vague and easily manipulated.  I would recommend giving your perspective employee an on-the-job interview to see how they perform.  Additionally, making several scenarios to which they will have to respond will give you a better on-the-spot answer.  That's what I used to do for www.yodelsadvertising.com, and for a few staff members at www.notepadscustomized.com  Good luck!

Hi,  Check out our resources about hiring and our blog post with a guide to hiring for some information, as well.