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.
180one is pleased to announce our recent partnership with Pike Street Capital and the successful placement of a new Board Member for Superior Duct Fabrication, a Pike Street portfolio company! Superior Duct Fabrication is a leading provider of commercial and industrial HVAC duct systems, known for its high-quality fabrication, reliability, and customer service. The company serves a wide range of industries, delivering complex ductwork solutions with precision and speed. In 2023, Pike Street Capital, a Seattle-based private equity firm focused on industrial growth companies, acquired Superior Duct Fabrication as part of its strategy to invest in scalable, high-performing manufacturing businesses. Pike Street partners with management teams to accelerate growth and build long-term value through operational improvements and strategic leadership. As part of this effort, Pike Street Capital partnered with 180one to recruit a new board member to help guide Superior Duct’s continued expansion and success. Congratulations to Pike Street Capital, Superior Duct Fabrication, and the 180one Search Team on a successful board placement!
Let’s face the music, or the new reality that attracting executives to move across the country for an opportunity has become increasingly difficult for a variety of circumstances. As businesses look to recruit top talent at executive levels, understanding the shifts in migration trends before you launch a search, better yet, as you plan a position, might be the difference of landing a great candidate in a reasonable amount of time, or dragging out a search for the unicorn who can’t be found. Let’s look at some of the factors and trends together that might shape how your organization moves forward in conducting a national executive search. Understanding the 2024 Relocation Landscape The 2024 Allied Migration Report paints a picture of a U.S. population increasingly seeking affordable living spaces, a better work-life balance, and more favorable economic conditions. Despite a 20% overall decrease in interstate relocations from 2022 to 2024, the main driver of those relocating is the alignment of their personal and professional goals. The report also underscores the shift toward midsize cities and suburban areas as more desirable destinations. This trend is being driven by a combination of rising housing costs in major cities, economic uncertainty, and a greater demand for improved quality of life. Companies looking to relocate candidates must consider a range of factors to ensure that they are not only attracting talent but also providing a work environment that matches these evolving preferences. Here are 5 key aspects that companies should score themselves against to determine how desirable their location is for the market. Depending on how one scores, it can help highlight the probability of relocating or needing to adjust the candidate profile to match candidates in the current geographic market not needing relocation. 1. Housing Affordability and Living Costs One of the most significant motivators for relocation in 2024 is housing affordability. In 2023, soaring housing costs in urban centers like San Francisco, Los Angeles, and Chicago pushed many people to consider smaller cities and suburban areas where the cost of living is lower. When relocating candidates, it's crucial for employers to consider how the cost of housing in their city or region will impact the candidate’s overall financial well-being. If your company is in a higher cost area, providing a sign-on bonus towards housing can be one lever to pull to cover the gap. 2. Remote Work and Flexible Work Arrangements The rise of remote work in the wake of the pandemic continues to shape relocation patterns. With many employees now able to work from anywhere, some candidates are looking for jobs that allow them to live in more affordable or attractive locations while still benefiting from a competitive salary. The ability to work from home (or a hybrid model) has made relocation less about proximity to the office and more about finding a place that offers a better quality of life. For employers, it’s essential to evaluate whether the role can be offered remotely or with flexible work arrangements. If the company is headquartered in a high-cost city but allows employees to work from anywhere, the business might be able to attract candidates from more affordable regions while offering competitive salaries. On the other hand, if the position requires in-office attendance, it’s important to highlight the benefits of relocating to that city—such as lifestyle factors, community offerings, and career advancement opportunities. 3. Job Market and Industry Opportunities Candidates are increasingly moving to regions where job markets are thriving, particularly in industries like technology, renewable energy, healthcare, and finance. The 2024 Allied Migration Report noted that states with growing job markets are experiencing strong inbound migration. How would classify your region’s overall job market? Candidates want to know that if they were to relocate, and for some reason down the road they leave the organization – what other opportunities exist for them locally. If there are no other reasonable and likely options related to their industry, or expertise - this can pose another hurdle that needs to be addressed. It’s essential to evaluate whether the region offers the kind of industry opportunities that will keep the candidate’s career trajectory on track. 4. Tax Policies and Financial Incentives Tax policies are a key factor influencing relocation decisions in 2024. States with no income tax have seen an increase in inbound migration, with people moving to these states in search of more disposable income. The economic uncertainty and high inflation rates in 2024 have made individuals more conscious of their financial situations, and tax-friendly states are becoming increasingly attractive. Employers looking to relocate candidates should consider the tax implications of moving employees to specific regions. 5. Quality of Life and Lifestyle Considerations Beyond financial factors, candidates are also considering lifestyle factors when deciding where to relocate for work. According to the 2024 Allied Migration Report, many people are moving to regions that offer a better balance of work and life, which includes access to quality healthcare, good schools, recreational activities, and a desirable climate. For employers, this means understanding the lifestyle preferences of potential candidates and emphasizing how the region supports these needs. What’s the Score? So how did your region score? How will it impact how you go to market with the position? Did you adjust the candidate profile to mirror what exists in the local candidate market, or is your region highly desirable to attract the unicorn? As migration patterns evolve, companies that adapt their candidate profiles and expectations to these shifting dynamics will be well-positioned to thrive in an increasingly mobile workforce.
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
