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.
For much of the last decade, executive hiring was closely tied to expansion. Growing companies added new business units, entered new markets, launched digital initiatives, and created leadership roles to support growth. Today, the picture looks markedly different. While demand for senior leadership remains strong, a growing share of executive hiring is being driven by replacement rather than expansion. Across industries, boards and leadership teams are increasingly focused on succession planning, retirement-related transitions, and upgrading leadership capabilities to meet rapidly evolving business demands. In many organizations, the question is no longer, "What new leadership roles do we need?" Instead, it has become, "Do we have the right leaders for the future we are building?" Several converging trends are driving this shift. A Wave of Leadership Turnover Leadership turnover continues to accelerate across public and private companies. According to research cited by Harvard Business Review, CEO succession rates reached 12.5% in 2025, up significantly from 9.8% the prior year. At the same time, more than 2,000 CEO departures were recorded in the United States, reflecting one of the most active succession environments in recent decades. Boards are also becoming more willing to look externally for leadership talent. Recent data show that 44% of CEO appointments among S&P 1500 companies came from outside the organization, a level near a 25-year high. This growing willingness to seek external leadership reflects a broader reality: many organizations believe that the skills required for the next phase of growth may not be fully represented within their current leadership teams. The Retirement Factor Is Becoming Impossible to Ignore Demographics are creating another powerful force behind replacement hiring. Large numbers of Baby Boomers continue to exit the workforce, creating leadership gaps across industries. While retirement timing varies by sector and geography, organizations are increasingly confronting the loss of decades of institutional knowledge and leadership experience. Many companies spent the past several years postponing succession discussions while navigating economic uncertainty, inflation, and labor market disruption. As a result, some organizations are now facing a compressed timeline to identify and develop the next generation of leaders. The challenge extends beyond simply filling vacancies. In many cases, companies are discovering that there are fewer experienced leaders available than expected, particularly in specialized industries where leadership pipelines have not kept pace with retirements. Evidence of these pressures is appearing across both public and private sectors as organizations report increasing difficulty replacing highly experienced senior talent. From Replacement to Upgrade Not all replacement hiring is driven by turnover. An increasingly common scenario involves organizations replacing leaders who are performing adequately but lack the capabilities required for future business needs. Economic uncertainty has made many organizations cautious about adding headcount. Instead of creating new executive positions, boards are asking whether existing leadership structures are optimized for growth, profitability, and transformation. Recruiters and talent advisors report a significant increase in confidential replacement searches, particularly for leadership positions impacted by AI, digital transformation, operational efficiency, and changing customer expectations. Rather than expanding leadership teams, organizations are investing in stronger leadership capability within existing roles. This represents a meaningful shift from previous cycles. Historically, executive hiring often accompanied organizational growth. Today, many leadership searches are designed to improve execution, accelerate transformation, or close capability gaps. AI Is Raising the Leadership Bar Artificial intelligence is emerging as one of the strongest drivers of leadership upgrades. Boards increasingly expect executives to understand not only their functional disciplines but also how AI will reshape business models, workflows, workforce planning, customer engagement, and competitive advantage. Organizations are reassessing leadership teams through a new lens: adaptability. Leaders are being evaluated on their ability to navigate technological disruption, lead workforce transformation, make data-driven decisions, and build organizations capable of operating in a rapidly changing environment. Companies across industries are investing heavily in AI capabilities and adjusting talent strategies accordingly. As a result, many executive searches today are less about filling a vacancy and more about acquiring capabilities that did not exist as leadership requirements even a few years ago. What Corporate Leaders Should Be Thinking About The implications for boards, CEOs, and CHROs are significant. Organizations that treat leadership succession as an occasional event may find themselves competing for scarce talent at precisely the moment they need continuity and stability. Meanwhile, companies that regularly assess leadership capabilities against future business requirements will be better positioned to navigate both retirements and transformation. The most successful organizations are no longer viewing succession planning and executive hiring as separate activities. They are treating both as part of a broader leadership strategy focused on future readiness. The executive hiring market in 2026 remains active, but the underlying motivation has changed. For many organizations, the priority is not adding more leaders. It is ensuring they have the right leaders for what comes next.
President ABOUT THE COMPANY Dating all the way back to 1878, BASCO's parent company, founded by the Cronin Family, began its long-lasting legacy. Now a fifth-generation family-operated business, BASCO has built an exceptional reputation by combining industry-leading products, expert customer guidance, and an unwavering commitment to service. With showroom locations in Portland’s Pearl District, Lake Oswego, and Bend, along with an Outlet Store, BASCO delivers a highly differentiated customer experience through interactive appliance displays, knowledgeable professionals, and a curated portfolio of more than 60 premium appliance brands, including Viking, Thermador, Dacor, Miele, and Wolf-Sub Zero-Cove. BASCO is the trusted appliance partner for discerning homeowners, luxury remodel projects, and the building community serving the upper-end residential market throughout the Pacific Northwest. POSITION SUMMARY Reporting to the CEO and the Board of Directors, the President will lead the organization into its next phase while preserving the culture, reputation, and customer-first values that have defined BASCO for generations. This executive will provide strategic and operational leadership across the business, strengthen organizational performance, develop high-performing teams, and continue elevating BASCO’s position as the region’s premier luxury appliance retailer. The President will provide leadership and oversight across all major functional areas of the business, including operations, purchasing and supplier relationships, product delivery, customer service, finance, human resources, and marketing/communications. The Ideal Candidate will possess the following skills: Proven ability to attract, develop, engage, and retain high-performing team members while building a strong, collaborative organizational culture Exceptional communication and leadership skills, with the ability to effectively delegate, influence, and collaborate across all functional areas to drive productivity and operational excellence Thoughtful and confident leader with a growth mindset, sound judgment, and the ability to make strategic and timely decisions Strong financial and business acumen with a clear understanding of key business drivers and the ability to effectively leverage organizational resources to achieve strategic and operational objectives CORE RESPONSIBILITIES Review and enhance organizational effectiveness by improving processes, fostering a highly engaged work environment, and implementing operational improvements Develop, implement, and manage annual budgets and resource allocation plans Continuously evaluate and improve operational efficiency and overall financial performance Deliver the financial objectives established by senior leadership and the Board of Directors Partner with operational leaders to establish, track, and achieve key performance metrics and KPIs Identify and implement effective solutions to business challenges, including customer concerns, profitability issues, employee relations matters, and competitive pressures Collaborate closely with the Sales Team to consistently deliver an exceptional customer experience Champion customer loyalty by ensuring a consistently high level of service and delivering commitments with integrity and responsiveness Recruit, onboard, develop, and retain high-performing talent aligned with the company’s business objectives and culture Inspire and motivate team members to achieve and exceed goals by establishing clear accountability, defining performance expectations, setting high standards, and providing ongoing coaching and feedback QUALIFICATIONS Bachelor’s degree in Business or a related field required; advanced degree or graduate-level education preferred Proven executive leadership experience with full P&L responsibility, ideally within a retail, multi-location, distribution, or related operating environment Demonstrated success leading diverse functional areas and large teams while building strong cross-functional relationships that drive collaboration and results Strong strategic thinking and decision-making capabilities, with the ability to balance long-term objectives and day-to-day operational demands Excellent communication, collaboration, and delegation skills, with the ability to influence at all levels of the organization Proven ability to develop, manage, and execute financial plans, budgets, and performance objectives Broad business acumen with a strong understanding of key organizational functions, including finance, operations, human resources, procurement, and sales Strong analytical and problem-solving skills, with the ability to leverage data and insights to support sound business decisions Interested in Learning More? 180one has been retained by BASCO to manage this search. If interested in learning more about the opportunity, please contact Nicole Brady at 503-699-0184 or via email at nicole@180one.com .
C HIEF FINANCIAL OFFICER ABOUT THE COMPANY Founded in 1929, Bennett is a trusted, family-led provider of water, plant health, and energy solutions for growers with locations in California’s Central Valley and Hawaii. Based in Selma, California, and now led by fourth-generation CEO Tyler Bennett, the company offers fully integrated services to maximize resource efficiency - delivering turnkey solutions that help customers maximize yields, improve water efficiency, and enhance crop health. What began as a family-run business, Bennett grew alongside the farming communities it served, built on a commitment to practical solutions, dependable service, and long-term relationships. Over the decades, Bennett continued to evolve with the needs of the industry. As agriculture faced new challenges around efficiency, resource management, and crop performance, the company expanded its capabilities to support operations in more ways. Through each stage of that growth, one principle remained constant: focus on solving real problems in the field and stand behind their work. In August of 2025, Pike Street Capital made an investment in Bennett to help facilitate continued growth and geographical expansion. More information is available at www.bennett.llc . ABOUT THE POSITION The Chief Financial Officer position is accountable for the strategic, financial, administrative, and risk management operations of the company, including the development of a financial and operational strategy, metrics tied to that strategy, and the ongoing development and monitoring of control systems designed to preserve company assets, maximize profits, and report accurate financial results to the Board and stakeholders. The CFO candidate must be willing to take a side-by-side role with the CEO and executive team to motivate the people in the organization to achieve its mission and financial targets. The CFO will report to the Chief Executive Officer and be a key member of the Company’s senior executive team. She or he will design, install, and manage the practices and systems necessary, including financial policy, reporting, compliance, risk management, controls, financial accounting, cost accounting, accounting systems, cash management, banking relationships, tax strategy, and Board interface. The CFO will coordinate the development and filing of all bank and board-related reports and regulatory documents, if any, and initiate and maintain accounting and auditor relationships. DUTIES & RESPONSIBILITIES Executive & Strategic Leadership Serve as a strategic partner to the CEO and executive team, actively contributing to policy, direction, and long-term planning. Help define and execute the company’s growth strategy in alignment with operational, financial, and market objectives. Drive a high-performance culture through accountability, transparency, and collaboration. Lead by example, setting the tone and culture across the organization. Operate as a player/coach, comfortable building models, developing presentations, and engaging directly in critical business issues. Attract, develop, and retain top-tier financial and operational talent. Lead major business initiatives and projects (e.g., productivity improvement, pricing strategies) with measurable results. Shoulder broad business leadership responsibility, beyond traditional finance functions. Financial Planning & Analysis (FP&A) Own the development and ongoing refinement of annual budgets, monthly forecasts, and long-term financial planning. Track and maintain key performance indicators (KPIs) to measure performance against strategic goals. Conduct hands-on analysis of financial performance, with actionable insights to achieve growth and EBITDA targets. Lead investment analysis and decision support, including customer pricing models and full business case development. Demonstrated expertise in labor cost management and margin improvement strategies. Bring experience across multiple ERP platforms; ERP selection and implementation experience is highly preferred. Accounting & Financial Operations Oversee all accounting and finance functions, ensuring accuracy, integrity, and timeliness of financial information. Prepare and deliver comprehensive financial reporting packages, including monthly P&L, balance sheet, cash flow, and covenant compliance. Ensure all financial statements are prepared in accordance with GAAP and meet internal and external stakeholder requirements. Lead all month-end close activities, including general ledger, balance sheet reconciliations, and overhead allocation. Enhance and scale accounting processes, systems, and internal controls to support company growth. Coordinate the annual audit process, ensuring unqualified audit results. Lead the preparation and management of company-wide budgets, including revenue and capital expenditure planning. Treasury & Working Capital Management Lead cash flow forecasting, management, and decision-making around weekly cash disbursements. Improve the full cash cycle- credit policy, collections, inventory, and payables management. Manage lender relationships and covenant compliance. Use forward-looking cash flow analysis to guide capital structure decisions and working capital strategy. M&A & Private Equity Engagement Collaborate with the leadership team and private equity sponsors on M&A add-on strategies and roll-up execution. Experience or understanding of value creation planning, reporting, and board-level communication. DESIRED QUALIFICATIONS A complete understanding of the role of a private company CFO as a fiduciary with responsibility for reporting, bank covenant compliance, and Board interface. Domain expertise in accounting policy, accounting systems, financial reporting, taxation, and bank compliance. Superior management, analytical, organizational, administrative, and presentation skills. The temperament and maturity to be a key confidant and collaborator with the CEO and the management peer group. Master's degree in accounting or business administration, or equivalent business experience, preferred. 10+ years of progressively responsible experience in an industry-relevant company in a financial capacity. Experience partnering with an executive team and have a high level of written and oral communication skills. Preference will be given to candidates with an MBA in Finance and the Certified Public Accountant or Certified Management Accountant designations. Interested in Learning More? 180one has been retained by Bennett to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .
