Top Five Pre-Employment Personality Tests (and What They Reveal About Job Candidates)
If you’ve ever conducted a candidate search or hired anyone, you know that there is no magic wand that can guarantee you’ll make the right decisions or that everyone you hire will click into place like a well-cut jigsaw puzzle piece. As the geographic boundaries and technological limitations that once defined hiring fall away, you have a potentially greater candidate pool than ever, with more tools at your disposal and endless professional research articles to guide you. All our innovations and increased options are supposed to make things easier, aren’t they? But sometimes hiring seems more complex and difficult than ever.
Enter the pre-employment personality test – personality inventories and screenings that help you learn more than ever before about your job candidates. A résumé reveals experience and skills, but what about the ineffable “cultural fit” and the alignment of values that are important to your company? What about personality factors that will make someone a great addition to an existing department or team? Or the best person to create an entirely new division within your company? References can help, as can interviews, but the idea of screening dozens of candidates early in the hiring process with a simple test is tantalizing for busy HR departments, hiring managers, and CEOs.
Pre-Employment Personality Tests for Hiring
Most of the pre-employment tests commonly used during the hiring process are personality inventories that are intended to reveal aspects of character, temperament, and work-related factors such as leadership, collaboration, and communication styles. Some hiring tests look at cognitive functions and processing speed.
The most famous personality test, Myers-Briggs, was developed specifically for use in HR departments, not for hiring, but for job placement and career development. This test is still widely used as originally intended, though increasingly in hiring as well. Other tests, such as the Wonderlic, were created as a hiring tool and have added significantly to the pre-hire personality test landscape.
Having data from a pre-employment test can support the interview process, as long as the hiring team is careful not to let personal feelings about personality types cloud their objectivity.
Top Five Pre-Employment Tests and What They Look For
Five of the most popular personality tests for employers are the Hogan Personality Inventory (HPI), the DISC assessment, Wonderlic Personnel Test (WPT), the Clifton StrengthsFinder, and Myers-Briggs Type Indicator (MBTI).
- Hogan Personality Inventory – According to the Hogan website, the HPI “describes normal, or bright-side, personality,” revealing information about people when they are at their best. The five areas of focus are adjustment (emotional stability), openness to experience, sociability (level of extraversion), likeability (agreeableness), and conscientiousness. The HPI was created to predict job performance and they recommend its use in hiring, leadership development, and succession planning. Advertised as “the science of personality,” the HPI seeks to rapidly quantify aspects of human nature previously discernable only with the familiarity developed over time.
- DISC Assessment – The letters in the name represent four personality indicators: dominance, influence, steadiness, and compliance (or conscientiousness), which blend and balance uniquely for every person. (Interesting fact: these same qualities were identified as the four humors by Hippocrates in c. 400 BCE.) Scoring the DISC Assessment involves plotting test-takers’ answers on a graph to determine the relative weight of each aspect of the personality. Employers use these results to assess how well employees will interact as a team, manage, and communicate. Knowing their own and their colleagues’ DISC type also helps team members build effective work and customer relationships.
- Wonderlic Personnel Test – The Wonderlic assessment is more of a cognitive ability test than a personality test. Unlike other tests on this list, the WPT is a standardized, timed test of general intellectual ability used specifically for hiring purposes. It is promoted as a test that can reduce employee turnover by correctly identifying the best candidates prior to hiring, based on their motivation, processing speed, and cognitive strengths.
- Clifton StrengthsFinder – The StrengthsFinder assesses behaviors and patterns of thought, categorizing them into themes. The 34 themes fall into four overarching categories: executing (e.g. achievement, consistency, and focus), influencing (e.g. competition, self-assurance, and command), relationship building (e.g. adaptability, positivity, and empathy), and strategic thinking (e.g. analytical, futuristic, and learning). Initially intended as a team-building tool, StrengthsFinder is being used to support hiring, specifically to discover how a candidate’s strengths work together and sync with the strengths of the team.
- Myers-Briggs Type Indicator – Probably the most well-known personality assessment, it is also the most widely used in hiring. Test-takers fall into one of 16 personality types, indicated by the combination of four either/or pairs or groupings: introverted/extroverted, intuitive/sensing, feeling/thinking, and judging/perceiving. This test is helpful to both potential candidates and businesses seeking to hire. A MBTI personality type reveals what kind of career and work environment suits the candidate, and whether a candidate will align with workplace culture, job requirements, and expectations. When using Myers-Briggs for hiring, businesses are looking for how and in what capacity an individual will fit best.
Test to Hire – A Strategic Piece of Smart Recruitment
Personality tests for hiring are becoming increasingly common. These tools benefit both candidate and company by making it possible to begin the new relationship based on transparency about strengths and areas of challenge, and encouraging honesty on both sides.
A personality test can:
- Paint a good picture of a candidate to reveal cultural fit
- Show managers how a potential hire would fit and interact with the existing team
- Encourage honesty in the interviewing process since these assessments do not have right or wrong answers
- Help recruiters decide between two candidates with similar skills and experience
- Encourage authentic job objectives for new hires based on what aligns with the strengths and weaknesses revealed by the test
- Reveal ideal placement within a company, division, or team
There are pitfalls to be aware of. For example, when using a personality test for employee hiring:
- Candidates may feel vulnerable to judgement about qualities and traits they have no control over.
- You could screen out candidates who would actually be good hires.
- The results may be flawed if the test-taker tries to anticipate desired answers rather than responding honestly.
- The process may raise legal red flags around bias. These can be avoided as long as you can show the need for this kind of assessment and that you have not discriminated against anyone based on results.
Bottom Line
When pre-employment testing is conducted thoughtfully, these assessments can help businesses avoid discrimination in hiring, reduce turnover, increase loyalty, and recognize candidates who will align with the company’s culture, perform well, and find job satisfaction.
When looking for personality tests for employees and recruits, remember to determine what you want from the test, research your options thoroughly, and approach the process with complete transparency.
Chief Financial Officer Instrument is a creative technology company headquartered in Portland, Oregon consisting of 300 talented people focused on redefining brands and experiences. Our teams push the boundaries of design, technology, and innovation for some of the world’s leading brands such as Google, Amazon, Spotify, and Nike. We are a collaborative partner to businesses seeking transformation and growth. We concept, design, and deliver best-in-class products, marketing, and brands. Check out some of our work here . We're searching for a strategic and business-minded Chief Financial Officer to help lead the agency toward its goals during our next phase of growth. Reporting to the CEO, you will partner with executives and team leaders to achieve financial performance by providing insightful information to the organization for decision-making, as well as challenging the status quo to yield better ideas and outcomes on behalf of the agency. What You'll Do Strategic Planning Leadership: Drive and oversee annual strategic planning processes with the CEO, ensuring alignment with organizational goals and objectives. Partner with Business leads during annual business planning, quarterly forecasts (and updates) to provide a strategic outlook and point of view on how to elevate the team and business to meet/exceed targets. Financial Reporting and Analysis: Ensure that our financial reporting is accurate and timely, and that company leadership has access to reliable data necessary to effectively manage the organization. Deliver monthly financial statements in compliance with tight public reporting deadlines, while working with both internal and external stakeholders. Understand and communicate variances of financial performance. Generate cash flow forecasts for our parent company and work with other team members to make necessary changes to improve accuracy. Support and take responsibility for all internal and external audits and/or reviews. Build productive relationships with auditors and the parent company. Strategic Financial Management: Partner with the CEO ensuring that Instrument’s financial performance is aligned with the strategic plan and the finance organization functions efficiently and with a high degree of service to the organization. Work closely with the CEO and manage a close working relationship with our parent company. Provide timely, accurate, and clear financial information as necessary. Lead the business and financial planning aspects of the company, including monthly/annual budgets, revenue forecasts, and projections. Evaluate, enhance, and manage all finance-related budgets, forecasts, and processes. Identify, drive, and engage in ad-hoc initiatives designed to improve the profitability of the company. Be fully responsible for the company’s financials. Team Leadership and Development: Manage, lead, and develop a team of direct reports responsible for all accounting and finance functions including AP, AR, and Financial Planning & Analysis processes. Operational Efficiency and Compliance: Recommend and implement improvements to all operational finance processes. Safeguard the company; review, develop and manage internal controls designed to comply with SOX requirements. Monitor, maintain, and update the company’s ERP and other financial tools and systems. What You'll Bring The ideal candidate will have 15+ years of progressive experience in accounting, financial analysis, budgeting, and forecasting with 5+ years as a leader. Bachelor’s degree in accounting, finance or a related field required. CPA, and Masters/MBA preferred. Preferred experience working with rapidly growing professional services firms. Proven experience managing, coaching, and mentoring a team of direct reports. Confidence in preparing, summarizing, and effectively communicating financial information to a broad audience. Excellent communication and organizational skills. Must be flexible, with the ability to drive and adapt to change. Interested in Learning More? 180one is a retained search firm and has been engaged by Instrument to manage this search. If interested in learning more about the opportunity, please contact Matt Oltmann at matt.oltmann@180one.com / 971.235.6236
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Chief Executive Officer The Company For over 35 years, Terra Dynamics (“TDI”) has delivered an environment of excellence to their clients through successful delivery of park and field construction, wetlands mitigation, landscape architecture, and greenspace enhancement projects. With experience in public works - and a commitment to quality, performance, and safety—Terra has secured one of the finest reputations in the industry. They lead the industry in innovation, application, technology and performance. The differences are the belief that one company should be everything you need in a commercial landscape construction contractor as well as the knowledge and experience to deliver the best to their clients. In 2023, Terra expanded their footprint with the acquisition of Paul Brothers Inc, a 3 rd generation owned commercial landscaping company based in Boring, Oregon. Together these companies have a combined 85 years of experience delivering top quality projects while making a lasting impact on parks, playgrounds, schools and more around the Pacific Northwest. The Role Reporting in the Board of Directors, the CEO will lead the organization that has experienced long-term success and sustainable growth. The CEO shall possess the leadership skills to build upon the organization’s record of quality, expansion and excellence to drive continued success. The CEO serves as the face of Terra Dynamics and builds and maintains relationships in order to advance and support the organization’s mission, programs and services. Ideal CEO Candidate will need to be skilled in the following areas Leadership Skills : Through leadership, create a unified organization. Ability to develop, communicate, and implement sustainable short-term and long-term vision for Terra Dynamics. People Leadership : Develops a strong leadership team to maximize operations and future growth while maintaining a culture of shared responsibility and stewardship among Terra Dynamics and the Board. Ensures a work environment that recruits, retains and supports quality staff, and that the appropriate processes are in place for recruiting, selecting, developing, motivating and evaluating staff. Strategic Planning : A balance of long-term strategic thinking and short-term tactical thinking to drive goals aligned with Terra Dynamics goals of consistent and sustainable growth, with a heavy focus on profitability. Operational : Understands the need to create a strong and repeatable infrastructure that supports the current organization and future growth for delivering a consistent, quality experience for both clients and employees. Leverages technologies and processes to be less labor intensive for both execution of projects and tracking their respective performance that results in greater efficiencies for the team. Business Acumen : General business interest that includes creating a financial vision, and strong overall financial acumen including understanding of the balance sheet. Knowledgeable about standard business practices (planning, metrics, P&L management), and a track record of building efficient organizations with low waste and success at profitable execution. External Relations : Maintains relationships with key personnel in State and Local governments, as well as other key external relationships including other General Contractors, Bonding and Insurance companies, and other support organizations. Qualifications Bachelors degree in Construction Management, Civil Engineering or related field. 10+ years of experience in commercial construction management overseeing multiple multimillion-dollar projects. Construction experience working with State and Local government contracts. Demonstrated proficiency and expertise in the following areas: Construction management Budget development and control Persuasive presentations Bid process and Estimating Recruiting and Development Contract review, negotiating, and administration Preconstruction costing Field personnel management Interested in Learning More? 180one is a retained search firm and has been engaged by TDI to manage this search. If interested in learning more about the opportunity, please contact Rochelle Fleisher at: 503.699.0184 or rochelle@180one.com
