Have you ever told a lie? In a boring situation, do you usually tune out and daydream? What would you do if you saw an elderly lady looking confused at a bus stop?
These types of questions have been a popular way for restaurants to size up potential hires. By asking hypothetical and behavioral questions, personality tests seek to predict how applicants will fit in with a company’s culture and how they might react to an on-the-job crisis.
But now, operators are using the assessments for more than just the hiring process. Here are three ways to leverage employees’ test results to help develop and retain staff.
1. Personalized training
Rubio’s uses workers’ personality test results to help develop soft skills. “The tests help employees understand themselves and their co-workers better,” Gabe Hosler, vice president of training and operations for Rubio’s, said at a recent industry event. The fast-casual chain uses the assessments to better understand team members’ individual needs and customize their training accordingly.
2. Succession planning
At Ralph Brennan Restaurant Group in New Orleans, personality quizzes help management plot a career pathway for staff. The tests are used to identify associates’ strengths and weaknesses and help show a clear road to advancement. One of the group’s workers showed she was management material in her assessment and performance, so the team has created a special training program to help her move up.
When White Castle started using personality tests, the chain had their best managers take the test as well. The results from those managers’ tests help the chain identify applicants with similar traits to their top talent. White Castle also pairs up workers with the managers who can best develop and guide them through their career at the chain based on assessment answers.