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.
Director of Global Supply Planning & Logistics ABOUT THE COMPANY A-dec is the premium leader in the dental equipment industry, designing and manufacturing products that span dental chairs, lights, handpieces, furniture, air management, infection control, and delivery systems found in dental offices and operatories. With over 1300 employees and headquartered in Newberg, Oregon, A-dec’s familial culture and values have been attributed to their commitment to the Newberg community and its employees through various investments and programs. ABOUT THE POSITION Reporting directly to the SVP Manufacturing & Supply Chain, the Director, Global Supply Planning & Logistics leads A-dec’s planning and fulfillment organization – supply planning, production planning, inventory control; the Sales, Inventory & Operations Planning (SIOP) process, trade and transportation, and warehousing and shipping. The Director owns the SIOP process and is accountable for material availability, on-time delivery, inventory, and working-capital performance. The Director will learn A-dec’s current practices and processes while looking for opportunities to transform our supply and inventory planning into a robust, customer-centric, data-driven supply and inventory planning capability. This role will lead the planning operating model, introduce modern tools and analytics (including AI), find more efficient processes, and continually invest in and build our logistics and planning talent. DUTIES & RESPONSIBILITIES Owns and runs the SIOP process, balancing demand and supply across the enterprise. Leads supply planning, production planning, and inventory control to meet customer demand while achieving working-capital targets. Oversees trade and transportation, warehousing, and shipping to ensure accurate, on-time delivery of materials and finished goods. Leads the transformation of planning from a master-planner-driven model to a robust, data-driven supply and inventory planning capability. Owns and improves the planning operating model — process, roles, standard work, and governance. Identifies and deploys planning tools, systems, and analytics, including AI, to advance planning decision-making, and builds the data quality required to use them. Drives on-time delivery, inventory turns, forecast and plan accuracy, and service-level performance. Leads and develops the planning and logistics organization, building a high-functioning team and developing future leaders. Partners with the Director, Global Sourcing & Contract Manufacturing through the SIOP process and the supplier-to-plan handoff, and with Manufacturing, Finance, and Sales & Marketing to support growth, financial, and quality objectives. Defines, monitors, and reports planning and logistics key performance indicators, using scorecards to manage performance. Leads inventory and excess-and-obsolescence management and supply continuity within planning and logistics. Develops and manages the planning and logistics budget. Promotes and fosters a culture that results in a safe working environment, sponsoring EHS initiatives. QUALIFICATIONS Knowledge, Skills and Abilities Excellent presentation, communication, and customer skills. Proven leadership skills and effective problem-solving skills. Ability to influence up, down, and across the organization. Strong change-leadership skills with the ability to design operating models and build organizational capability. Education and Experience Bachelor’s degree in supply chain, engineering, business management, operations or similar focus. At least ten years of increasing responsibility in supply chain planning functions. At least five years of people leadership experience. Demonstrated experience owning the SIOP/S&OP process and driving on-time delivery, inventory, and working capital performance. Proven experience leading a planning transformation – moving from manual or master-planner approaches to systemic, data-driven planning. Experience implementing planning systems, tools, and analytics; experience with AI or advanced analytics preferred. Experience leading logistics operations (trade and transportation, warehousing, and shipping) at scale is preferred. Experience leading and developing multi-functional teams and future leaders. Interested in Learning More? 180one has been retained by A-dec 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 .
Chief Information Officer ABOUT THE COMPANY With roots dating back to 1938, The Papé Group is the West’s leading supplier of capital equipment solutions. Today, Papé operate across nine states with over 4,000 team members, proudly representing premier brands including John Deere, Kenworth, Hyster, Ditch Witch, and more. What sets Papé apart is its commitment to long-term relationships, both with customers and employees. As a fourth-generation, family-led business, Papé believes in the value of a handshake, the importance of service, and the impact of leadership that stays close to the work. ABOUT THE POSITION The Chief Information Officer (CIO) provides leadership and management of the information technology function for the company. The CIO is responsible for providing leadership and development to the corporate technology team, including software development, infrastructure, support, web development, database administration, and applications development. The CIO will partner with company-wide business leaders to align their business needs as well as corporate initiatives with cost-effective technology strategies and solutions to achieve those goals as the company continues to grow and evolve. Examples include the company’s One Customer | One Papé initiative that is designed to strengthen the relationship between customers and the company through a variety of mediums, with a heavy emphasis on leveraging technology. The CIO will be a proven technology and business leader and possess broad-based progressive IT leadership experience. The role requires sophisticated management skills in IT planning, organizational design and development, and process thinking. Papé has completed 25+ acquisitions over the past 8 years, with each acquisition being fully integrated into Papé’s technology infrastructure and systems on day one. Essential Duties and Responsibilities Team Management and Development Lead, train, develop, and coach a high-performance information technology team; identifying appropriate staffing needs, skill sets, or alternative outsourcing. Align IT's organizational structure and initiatives with company-wide requirements for technology solutions, information needs and security requirements. Responsible for optimizing the IT demands and the supply capacity of the teams to prioritize the assignment of resources. Set objectives and strategies for the IT team. Strategic and Business Planning Develop and execute short-, mid-, and long-term strategic technology and system roadmaps that translate business requirements into projects, goals, objectives, and deliverables with the business partners and end-user experience in mind. Establish the objectives for operations, maintenance, and enhancement of the IT systems and a plan for continuous improvement of the service levels. Help define IT infrastructure strategy, architecture, and processes. Drive a coordinated ERP approach across all of Papé’s operating companies to ensure the success and integrity of the overall design and integrations with other technologies. Technology and Infrastructure Full operational management responsibility for information and telecommunication technology functions and services; ensures appropriate implementation and support for business systems by managing and coordinating applications development/maintenance, data processing, data center infrastructure, local/wide area network administration, office automation, and technical support activities. Responsible for building and optimizing the evolving needs of system-level architectural capabilities to support the data and integration strategies. Evaluate effectiveness, efficiency, and costs of existing technology and systems, research new or alternative solutions, and make recommendations to senior management as appropriate. Maintain working knowledge of new and evolving technologies and systems for possible application to development or future organization needs. Identify emerging issues in technology and digital processes and develop strategies to implement value-added technology, collaborating with functional areas of the business impacted. Participate in the evaluation of new tools, platforms and technologies and articulate the business case for investments. Provide architecture leadership around technology interfaces with systems outside of the ERP, including those that reside with the OEMs, and the company’s CRM. Ensure that the organization continues to stay current with the latest technology security applications and tools to guard against cyber threats. Project Management Develop and manage project plans in collaboration with functional business leaders to ensure proper resource utilization, expense management, and timely completion. Leads large IT projects, including the design and deployment of new IT systems and services. Develop and manage the annual information technology department budget; includes project planning, expense management, and external resource utilization. Prioritize, assign, and manage a portfolio of technology projects in support of business goals; ensure delivery of projects within time and cost limitations. Partner with other functional leaders on implementation and company-wide adoption of new technology and/or processes through effective change management. External Relationships Provide expertise and leadership in the selection and management of vendors to provide low-cost, high-efficiency solutions. Represent Papé at industry conferences and be an active member with the OEMs to help influence technology outcomes. Business Partnering Engage, build, and partner with executive leaders and key stakeholders to ensure alignment with current and long-term business objectives. Work closely with cross-functional leaders to identify technology business needs, develop collaborative solutions and execution plans in alignment with the business strategy. Be obsessed with delivering results, insist on high standards, possess a knack for thinking strategically and “finding a way”, and an external awareness and curiosity to innovate and disrupt within the capital equipment market. Participate, as a member of the business leadership team, in strategic planning activities by providing systemic and technological solutions where business opportunities or challenges are identified. Ensure a business intelligence structure and tools are in place to deliver appropriate information to decision makers. Qualifications Bachelor’s degree in information systems, business, or equivalent analytical and strategic management capabilities acquired through on-the-job experience and training. 10+ years of progressive leadership experience with 5+ years in a senior leadership position managing a similar scope and size technology team. Proven success leading IT, preferably in a complex, multi-location, multi-business organization, preferably involving equipment dealerships, distribution, or similar operationally intensive businesses. Experience integrating and progressively modernizing custom legacy applications alongside cloud, SaaS, and emerging AI technologies. Ability to analyze business needs and recommend and implement appropriate solutions. Ability to develop and collect key performance indicators to measure performance. Experience managing a wide variety and scope of information technology projects that successfully achieve time, cost, and operational expectations. Comprehensive knowledge of IS technology architecture, software, ERP experience, cloud computing, mobile computing, IT security, and company-wide training. Experienced in leading teams of IT professionals and staff across multiple technical disciplines Ability to communicate vision, motivate workforce, create effective teams, and build strong peer relationships. Ability to prioritize and manage multiple ongoing projects and responsibilities to meet business technology needs. Experience in developing and supporting customer-facing business systems and/or implementing related digital transformation initiatives. Strong ability to collaborate functionally with other management and leadership team members. An effective communicator who clearly and concisely conveys information and ideas to all levels of the organization and uses your influencing skills to advance shared interests and business goals. Innovative problem solver with critical thinking skills and strong analytical abilities. Experience with system integration and change management. Interested in Learning More? 180one is assisting The Papé Group in this search. If interested in learning more about the opportunity, please contact Tom Haley/ 503.334.1350/ tom@180one.com .
Chief Financial Officer ABOUT THE COMPANY Kenworth Sales Company is a multi-generation, family-owned commercial truck dealership founded in 1945 and headquartered in West Valley City, Utah. With more than 1,400 employees across 38 locations, the company provides comprehensive truck sales, parts, service, leasing, rental, and financing solutions throughout the Intermountain West and Mid-Atlantic regions. Recognized as Kenworth Dealer of the Year in both 2020 and 2025, Kenworth Sales Company has built its reputation on quality products, superior service, and a long-standing commitment to its customers and communities. ABOUT THE POSITION Reporting directly to the President, the Chief Financial Officer provides strategic leadership and oversight across accounting, financial reporting, compliance, information technology, security and risk management, finance, and treasury. As a key member of the senior leadership team, the CFO plays an integral role in shaping the Company’s business strategy, financial direction, capital planning, and overall operations. Essential Duties and Responsibilities SENIOR MANAGEMENT Actively participate as a member of senior management to execute the company’s business strategy. Establish and maintain effective working relationships with the dealer principal, board of directors, family business council, president, COO’s, and senior management. Ensure compliance with the company’s vision, mission, and values. Coordinate the preparation of annual business plans for all departments, including forecasts for future business growth, general economic, industry, and financial conditions. Analyze financial operations and identify areas of improvement. Develop innovative and effective financing strategies to support Company operations and growth. Evaluate growth opportunities including valuation analysis, due diligence, financing, risk assessment, purchase agreement support, and post-acquisition integration planning. Develop and foster productive relationships with outside tax, legal, accounting, banking, insurance, and investment advisors as appropriate to support succession planning for ownership and management. FINANCIAL REPORTING Supervise the company’s accounting and financial reporting systems. Ensure financial statements fully and accurately represent the financial position of Company operations and comply with GAAP standards. Design, maintain, and enforce appropriate internal controls, approval authorities, segregation of duties, financial policies, and fraud prevention processes to safeguard Company assets and ensure the integrity of financial reporting and business practices. Ensure reporting compliance with government authorities and regulators, franchisors, and funding institutions. Engage and coordinate all audit functions as directed by the board of directors. Coordinate and supervise internal audits for compliance with Corporate financial standards and related Company policies and procedures. Develop and maintain financial dashboards, key performance indicators, variance analyses, and management reporting tools that provide Management timely insight into financial performance, profitability, liquidity, departmental results, and emerging business trends. RISK MANAGEMENT Supervise the company's risk oversight, including the identification, management, and remediation of physical, virtual, reputational, financial, strategic, and operational risks inherent in all Company operations. Engage and effectively manage physical damage, liability, and business operations insurance coverage, loss prevention, cybersecurity, etc. CASH MANAGEMENT Supervise the company's cash flow. Develop and review pro forma financial and cash flow forecasts to ensure adequate money supply for Company operations. Oversee customer account services, including the receivables process. Develop and maintain strong banking and lender relationships including credit facilities, borrowing capacity, debt obligations, lender reporting, covenant compliance, and other treasury activities. Administer the company's financial obligations, ensuring compliance with contract terms including accounts payable and payment schedules. INFORMATION TECHNOLOGY Supervise the company’s information technology (IT) program, including cybersecurity oversight, systems reliability, data protection, software and vendor management, disaster recovery planning, business continuity support, and technology initiatives. QUALIFICATIONS Bachelor’s degree in accounting, finance, business, or related field required; MBA and/or CPA preferred. Minimum of 10 years of progressively responsible experience in senior financial, accounting, or audit roles, with experience operating at a leadership level. Strong knowledge of GAAP, financial reporting, corporate compliance, financial analysis, acquisitions, and negotiations. Experience with business operations, information technology, and/or the heavy-truck or commercial vehicle industry preferred. Demonstrated ability to lead, develop, and retain high-performing teams while improving organizational effectiveness. Excellent communication, interpersonal, organizational, time-management, and decision-making skills. Ability to analyze complex business issues, develop sound financial and business-case recommendations, and communicate them effectively to senior leadership. Ability to work independently, manage multiple priorities, and operate effectively in a fast-paced, changing business environment. Willingness and ability to travel as needed for business purposes. Interested in Learning More? 180one has been retained by Kenworth Sales Company to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .
