Use of personality profile assessments in the us commercial construction industry

Employee turnover is a continuing challenge in the construction industry with negative effects on construction companies. Other industries have begun using personality profile assessments as a tool for reducing employee turnover, and more specifically in their hiring, promoting, team building, and leadership development processes. However, it was unknown if this trend was effecting the construction industry. The purpose of this research was to determine if and how U.S. commercial construction companies utilize personality profiles in their employee retention processes. A survey was randomly sent to 235 of the top 400 commercial construction companies in the United States to determine if these companies were using assessments, and if it had any effect on the turnover within these companies. Interviews were conducted over the phone with human resources representatives from these companies, and responses were sorted into similar themes and ideas using qualitative pattern coding techniques. Of the 78 responding companies, one-third were using employee personality profiles within their business practices. This article reports the experiences and general attitudes for both the companies that do and do not utilize personality profiles. The results of this research provides strong evidence that using personality profile assessments can help construction companies reduce employee turnover.;Employee turnover is a continuing challenge in the construction industry with negative effects on construction companies. Other industries have begun using personality profile assessments as a tool for reducing employee turnover, and more specifically in their hiring, promoting, team building, and leadership development processes. However, it was unknown if this trend was effecting the construction industry. The purpose of this research was to determine if and how U.S. commercial construction companies utilize personality profiles in their employee retention processes. A survey was randomly sent to 235 of the top 400 commercial construction companies in the United States to determine if these companies were using assessments, and if it had any effect on the turnover within these companies. Interviews were conducted over the phone with human resources representatives from these companies, and responses were sorted into similar themes and ideas using qualitative pattern coding techniques. Of the 78 responding companies, one-third were using employee personality profiles within their business practices. This article reports the experiences and general attitudes for both the companies that do and do not utilize personality profiles. The results of this research provides strong evidence that using personality profile assessments can help construction companies reduce employee turnover.;