Behavioral Assessment Tests: Best Practices in the Hiring Process

This article is the second in 180one’s two-part series looking at behavioral assessment testing as part of the hiring process.

In part one of our series on using behavior assessment testing in the hiring process, we looked at different types of behavioral assessment tests and how organizations are increasingly using them to help evaluate the suitability and predicted performance of high-level job candidates. (You can revisit that article here.) Following the publication of that article, we conducted a survey with 180one clients to learn if and how they are currently using behavior assessment testing. Those survey results guide part two of the series, as we look at best practices for using these tests in the hiring process and after.

Question: Does your current or past organization use any sort of personality or behavioral assessment when interviewing candidates?
Survey results: Yes – 100%

This is consistent with the latest Candidate Experience Report from Talent Board, a nonprofit that studies best hiring practices from the prospective employee’s point of view. Their 2018 analysis showed that close to 90% of organizations surveyed use assessment testing in the hiring process, and two types stood out with a significant increase in use: 1) job simulations that help assess how a candidate might perform on the job, and 2) culture fit assessments that identify how well potential new hires will assimilate into the organization.

Question: Which type/style of assessment does your organization use? (such as, Hogan, DISC Wonderlic, Myers-Briggs, etcetera)?
Survey results: All of the above are used by many of our respondents, as well as a variety of specialized and industry-specific tests. Most respondents use a paid platform for testing and results analysis, although a few noted they’ve used free online testing such as Myers-Briggs and DISC basic.

Question: For what level of candidates does your organization use the assessments?
Survey results: All employees – 20%, Managers and above – 60%, Executives – 20%

With the broad scope of test types and high rate of usage across employment levels, it’s important to keep in mind that Equal Employment Opportunity Commission guidelines state it is the responsibility of the employer to ensure that selection tests, including behavioral assessments, are reliable and valid, yielding consistent results that predict success on the job.

The Society for Human Resource Management (SHRM) emphasizes that if a company can’t clearly demonstrate reliability and validity of an assessment test, the company is vulnerable to discrimination claims. Even if you use a testing service that provides documentation supporting the validity of a test, SHRM says the specific employer still has to be able to demonstrate the test is job-related and its results appropriate for the employer’s purpose.

EEOC guidelines on testing include:

Employers should administer tests and other selection procedures without regard to race, color, national origin, sex, religion, age (40 or older), or disability.
Employers are responsible for ensuring that behavioral assessment tests and other selection procedures are properly validated for the positions and purposes for which they are used.
Employers should ensure that tests and selection procedures are not adopted casually by managers who know little about these processes. No test or selection procedure should be implemented before or after hiring without an understanding of its effectiveness and limitations for the organization, its appropriateness for a specific job, and whether it can be appropriately administered and scored.

Question: At what point of the interview process are you using the assessment?
Survey results: After initial phone screen – 20%, After first interview – 40%, After second interview – 20%, Right before offer – 20%

First, it’s important to consider that the most effective hiring processes address your company’s needs, not likes, and the type and timing of assessment should support those needs. “Today you want innovation and growth to be competitive, and that can’t happen in a monolithic culture,” says Stephen Shapiro, the author of four books on workplace innovation. “You need to make sure you hire people with a broad range of styles, so instead of weeding out people that don’t fit, the recognition today is that different roles require different characteristics.”

With that in mind, there’s general consensus among recruiting firms and assessment analysts that in-depth assessment testing occur mid-process – after an initial screening and the first or second interview. And testing at this stage tests can yield valuable information that can reshape a job or even re-think a department.

Assessment and talent acquisition company PSI Select International points out that a company can also create a streamlined and in-depth interview structure that can serve as a supporting behavioral assessment tool in the hiring process. Creating a behavior-driven list of questions asked of all candidates gives the hiring manager a level playing field for assessing them, allowing better determination of the motivational fit of each candidate, and avoiding common interview bias pitfalls. (We’ve got a series on interview bias on our “Water Cooler” blog.)

Question: Are the results of the assessment used as a sole determination of Interview/No Interview, or Hire/No Hire decisions?
Survey results: Yes – 10%, No – 90%

Not using an assessment test as the only determination for making a decision about a candidate is consistent with the recommendations of most behavioral and occupational assessment companies. Carol Buckner, a director with assessment firm Birkman International, has found that companies using behavioral assessments need to give more attention to implementing a policy around the specific use of these tests in the selection process.

Buckner outlines four major points to keep in mind when using behavioral assessments during the hiring process:

Use assessment results as one piece of the puzzle, giving it no more or less weight than the interview, past experience, or resumé.
Use assessments in a consistent manner. One suggestion is to have all finalists for a position complete the assessment prior to a follow-up interview. Never selectively choose to give an assessment to only one of the three final candidates, as this creates bias.
Never specifically reference the assessment results with candidates. Do use the results to develop behavioral questions you can ask in the follow-up interview in order to gain more knowledge about potential hires.
Never make a hiring decision based solely on an assessment result.

Question: Why does your organization use assessments?
Survey results: Hiring/prescreening – 20%, Understanding team dynamics – 20%, Both – 60%

To get the greatest return on investment in assessments, Birkman International’s approach to designing and administering behavioral tests is the belief that high-performing employees need 1) passion to feel satisfied and motivated, 2) technical skills to accomplish tasks, and 3) a high degree of self and others awareness to navigate interpersonal dynamics.

A high-performing hire will continue to have these needs, and some behavior assessment testing analysts have determined that there is a greater ROI when using these tests after hiring to determine key motivators, to develop situationally appropriate benchmarks for success, and to build diverse, high-performing work teams.

The Society for Human Resource Management finds that although there’s not a simple measure of performance effectiveness for groups, there is a general understanding of what makes an effective group work: talent, skills, shared purpose and goals, performance ethics, incentives and motivation, effectiveness, leadership, conflict, communication, power and empowerment, and norms and standards. Utilizing an assessment tool will help you identify behavioral traits unique to each person that also support a successful team.

The Future of Behavior Assessments

The upward trend in the use of behavior assessment testing underscores that there’s not one “right profile” that guarantees success in a particular job or within an organization. And the range of test options continues to grow – in addition to the most well-known behavior assessments tests and administrators we looked at in part one of this series, SHRM alone lists almost 80 additional industry- and goals-specific organizations offering assessment tools and consulting.

If your organization is ever interested in gaining more insight into behavioral assessments and if / how they should be included in the hiring process, 180one will be a great resource for you. Whether we advise you directly or get you connected somewhere within our broad network, we are always happy to help you and your organization conquer your goals.

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The Nova Knicks and the Leadership Lesson Every Executive Team Should Learn

By Greg Togni • July 6, 2026

For years, professional sports have embraced a familiar philosophy: collect enough star talent, and success will follow. Yet season after season, teams with the most recognizable names often fall short of expectations, while less glamorous rosters outperform them through cohesion, trust, and a shared commitment to a common goal. The New York Knicks have taken a different approach. Rather than simply pursuing the biggest available names, the organization has reunited several former Villanova teammates, players who won together in college and developed a reputation for selflessness, accountability, and relentless work ethic. While each player has grown into an accomplished professional in his own right, what makes this group particularly compelling isn't just individual talent. It's the chemistry they already possess. That story should resonate far beyond basketball. It highlights a lesson every CEO, board member, and hiring executive should consider- organizations don't win because they collect the most impressive résumés. They win because they build leadership teams whose strengths complement one another and whose shared values create trust long before adversity arrives. Talent Opens the Door. Chemistry Sustains Success. Executive hiring often begins with a search for credentials. Companies look for executives with exceptional track records, marquee employers, prestigious degrees, or transformational accomplishments. Those qualifications matter. They establish credibility and demonstrate capability. But they don't guarantee success. Every executive search firm has witnessed situations where an outstanding individual hire struggled to create the expected impact. The issue wasn't competence. It was fit. Leadership styles clashed. Decision-making became slower. Collaboration suffered. Instead of elevating the executive team, the new addition unintentionally created friction. Contrast that with leadership teams that seem to move almost effortlessly. Conversations are candid. Decisions happen quickly. Disagreements remain productive because trust already exists. These teams aren't successful because everyone thinks alike. They're successful because they understand one another's strengths, respect differing perspectives, and share a common commitment to the organization's mission. The Nova Knicks illustrate this principle in action. Their familiarity wasn't built overnight. Years of competing together established communication patterns, mutual accountability, and confidence in one another's decision-making. Those qualities can't be replicated simply by assembling talented individuals. The same is true inside the executive suite. Culture Is More Than a Buzzword Organizations frequently discuss culture during the hiring process, but culture is often misunderstood. Culture isn't ping-pong tables, flexible work schedules, or carefully crafted mission statements. At the leadership level, culture is reflected in how executives make decisions, manage conflict, communicate under pressure, and support one another when circumstances become difficult. One executive who prioritizes transparency can influence an entire leadership team. Conversely, one leader who operates independently or places personal success above organizational goals can undermine months, or even years of progress. This doesn't mean companies should seek leaders who all share identical backgrounds or personalities. Diversity of thought remains one of the strongest drivers of innovation. However, diversity works best when it rests on a foundation of shared values: integrity, accountability, respect, and a willingness to collaborate. That's the distinction between similarity and chemistry. The former limits organizations. The latter strengthens them. Hiring for the Team, Not Just the Role One of the most overlooked questions in executive hiring isn't, "Can this candidate do the job?" It's "How will this individual make everyone around them better?" Great coaches ask this question constantly. They don't simply evaluate statistics or highlight reels. They consider how each player fits the existing roster, complements teammates, and contributes to the team's identity. Business leaders should adopt the same mindset. When evaluating executive candidates, organizations should certainly assess experience, technical expertise, and strategic vision. But they should also evaluate how candidates build relationships, navigate disagreement, influence peers, and foster trust across the organization. The highest-performing executives don't simply deliver results themselves. They create an environment where others perform at a higher level. That multiplier effect is often what separates good leadership teams from exceptional ones. Building a Championship Leadership Team The most successful organizations rarely rely on a collection of individual stars. Instead, they intentionally build leadership teams capable of sustaining success over time. That requires looking beyond résumés and considering factors that are harder to measure but equally important: Does this leader strengthen our culture? Will they earn the trust of peers and direct reports? Can they challenge ideas without creating unnecessary conflict? Do they make those around them more effective? These questions don't replace traditional hiring criteria; they enhance them. As executive recruiters, we often remind clients that leadership is not an individual sport. Every executive appointment reshapes the dynamics of the leadership team. Each new hire either reinforces collaboration or introduces friction. The goal isn't simply to find the most accomplished executive available; it's to find the executive who will help the entire organization perform at its highest level. The Final Takeaway The attention surrounding the Nova Knicks isn't really about basketball. It's about something every successful organization strives to achieve: building a team whose collective performance exceeds the sum of its individual parts. Championships, in sports and in business, are rarely won by talent alone. They're earned by leaders who trust one another, communicate openly, embrace accountability, and elevate everyone around them. When organizations approach executive hiring with that philosophy, they're no longer just filling leadership positions. They're building a championship team.

New Opportunity: Group Vice President

By Effie Zimmerman • June 23, 2026

Group Vice President ABOUT THE COMPANY The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $900 million. With over 4,000 employees across 32 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has a 127-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com . POSITION SUMMARY The Group Vice President will oversee and manage all operational aspects of this $750 million group of business units spread across multiple states. The responsibilities will encompass strategic planning, process optimization, and ensuring efficient day-to-day operations as well as growing staff and development of people. With a focus on continuous improvement, you will drive operational excellence, fostering a culture of innovation and productivity. Travel at least 40% of any given month to cover the needs of a national electrical contractor, reporting directly to the Executive Vice President responsible for both local and national management. KEY RESPONSIBILITIES Operational Leadership Lead and oversee operations across multiple divisions, regions, and business units nationwide. Develop and execute operational strategies that align with the company's growth objectives, financial goals, and customer commitments. Establish operational standards, performance metrics, and accountability systems to drive consistency and excellence across all divisions. Monitor project execution, productivity, labor utilization, scheduling, quality, and customer satisfaction. Drive continuous improvement initiatives focused on efficiency, scalability, and profitability. Financial Performance Maintain full P&L accountability for assigned divisions and operational business units. Partner with division leadership to develop annual budgets, forecasts, and strategic growth plans. Monitor key financial metrics, including revenue, gross margin, EBITDA, backlog, cash flow, and working capital. Identify opportunities to improve operational efficiency, project margins, and return on investment. Review major project performance and implement corrective actions where necessary. Strategic Growth Support corporate growth initiatives, including geographic expansion, acquisitions, and new market development. Collaborate with business development and estimating teams to ensure strategic pursuit of opportunities aligned with organizational objectives. Participate in acquisition due diligence, integration planning, and operational alignment of acquired businesses. Evaluate market trends, competitive positioning, and emerging technologies impacting the electrical construction industry. Safety and Risk Management Champion a world-class safety culture throughout the organization. Ensure compliance with all OSHA, regulatory, and company safety standards. Partner with safety leadership to establish proactive risk mitigation strategies. Review incident trends and implement programs that reduce risk exposure and improve safety performance. Talent Development and Organizational Leadership Lead, mentor, and develop business unit leaders, regional leaders, operations leaders, and senior operational personnel. Build succession plans for critical leadership positions throughout the organization. Foster a culture of accountability, collaboration, innovation, and high performance. Support recruiting, retention, workforce planning, and leadership development initiatives. Promote employee engagement and organizational culture across all regions. Operational Excellence Drive standardization of processes, systems, project controls, reporting, and operational best practices. Leverage technology and data analytics to improve decision-making and operational visibility. Establish and monitor key performance indicators (KPIs) across divisions. Lead enterprise initiatives related to productivity improvement, innovation, prefabrication, workforce optimization, and project delivery excellence. QUALIFICATIONS AND EXPERIENCE 10+ years of experience in operations management with a preference for experience in commercial electrical contracting, specialty construction, or related industries. Demonstrated success leading multiple business units, divisions, or regions with significant revenue responsibility. Preference for experience managing large-scale commercial, industrial, mission-critical, and civil construction projects. Proven track record of driving profitable growth, operational improvement, and organizational development. Experience leading senior-level teams in a multi-location environment. Knowledge, Skills, and Abilities Proven ability to develop and implement strategic plans Strong leadership and team management skills Excellent communication and interpersonal skills Ability to work independently and as part of a team Experience in budgeting and financial management Knowledge of supply chain management Ability to solve problems and make decisions quickly Strong analytical and problem-solving skills Ability to work under pressure and meet deadlines Advantages of Working at E-J: Leading Electrical Contracting Organization Nationally Oldest family-owned and operated electrical contractor since 1899 Job training and mentorship Supportive Management Team Rewarding project experience Comprehensive benefits, including medical, dental, vision, and a 401 (k) plan Paid holidays and vacation Merit-Based Bonus History of employment longevity The E-J Group is an Equal Employment Opportunity Employer and ensures equal employment opportunity for all persons without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, or any other characteristic protected by law. Interested in Learning More? 180one has been retained by EJ Electric 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 .

The Leadership Reset: Why Companies Are Replacing More Executives Than They Are Adding

By Greg Togni • June 8, 2026

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.