Phone screens, video interviews, work samples... all standard in the hiring process. But every so often, companies throw in a curveball: the personality test. And they aren't just busywork. In fact, 80% of Fortune 500 companies now use personality tests in hiring to help uncover how people think, communicate, and collaborate.
“These tests aren't just for fun anymore, either,” notes the source. “They're showing up in the workplace, helping companies understand their employees better. They're all about figuring out who's in the office, what makes them tick, and how to bring out their best.”
Sounds great in theory. But when you’ve already survived three rounds of interviews, being handed a personality test can feel… unsettling. Is this going to showcase your strengths or just another corporate Hunger Games twist in the hiring process? Will it help you stand out — or knock you out?
Why Employers Use Personality Tests
At their core, personality tests give employers insight into a candidate’s behaviors, leadership style, communication preferences, and cultural fit.
“For instance, you might learn that you score highly in introversion traits, meaning you prefer to be alone or in the company of a few very close friends or relatives,” notes Cowen Partners Executive Search. “Other tests can provide information about your relationship strengths and similar characteristics.”
SHRM agrees: personality tests measure characteristics of a person and taps into traits of a person, such as being intuitive.
“Are you outgoing and sociable, or do you prefer to spend most of your time alone? We can measure the level of extroversion through a personality assessment,” states Alexander Swan, Assistant Professor of Psychology at Eureka College, to SHRM.
And most importantly, when administered correctly, these tests can have a huge impact on finding the right fit for a role, improving team performance, boosting employee satisfaction, and enhancing overall organizational success.
Take some of these top companies, documented by SmartHR, that have implemented aspects of personality-based hiring:
- Google used personality insights (Project Aristotle) to improve team fit. The result was a 12% productivity boost and a 23% increase in employee satisfaction.
- Zappos hired for personality and cultural fit via assessments and interviews, resulting in 97% customer satisfaction, 75% hires via referrals, and 11% turnover.
- Southwest Airlines hired for humor, teamwork, and a service mindset, resulting in high satisfaction, 92% retention, and 24 years on Fortune's Best Companies.
- Procter & Gamble: Future Leaders assessed adaptability and strategic thinking for leadership potential. The result is 80% of its leaders being promoted internally, high retention, and market leadership.
- Hilton focused on empathy and problem-solving skills in hiring, resulting in a 5% guest satisfaction boost, lower turnover, and more internal promotions.
Now that we’ve established that personality evaluation can indeed be helpful in hiring, which roles are best served by this testing process?
Employers may find personality testing a helpful addition in:
- High-volume hiring (customer service, sales, retail), where employers want a standardized way to compare hundreds of applicants.
- Technical or analytical roles (software engineering, finance, consulting), where cognitive ability or problem-solving tests can align closely with day-to-day work.
- Customer-facing jobs, where personality or situational judgment tests can predict how someone might handle real-world interactions.
Kristof Schoenaerts, Executive Search Consultant, drives homes that it all comes down to finding the right fit: “Research shows that, on average, half of executive hires fail within 18 months,” he says. “One of the best predictors of long-term success isn’t just skills or experience, but personality. That’s why companies serious about getting it right don’t skip personality testing, it’s the difference between a short-term hire and a lasting leader.”
From Myers-Briggs to Predictive Index: What Personality Tests Measure
Not all tests are created equal. Some fall short for creative roles or senior leadership positions. Multiple-choice questions can’t fully capture qualities like originality, big-picture thinking, or the subtle judgment calls great leaders make every day. (After all, it’s tough for a multiple-choice quiz to measure things like the ability to survive three back-to-back Zoom meetings without losing your soul.)
For example, a CEO making a decision about a risky acquisition or a creative director shaping a brand’s identity relies on strategic vision, emotional intelligence, and adaptability, which are traits that don’t fit neatly into a personality quiz. These roles demand deeper evaluation methods, like behavioral interviews (structured conversations designed to evaluate real-world problem solving and leadership under pressure), leadership simulations, or case studies, to truly understand a candidate’s capabilities.
After all, there’s no shortage of options out there.
Here’s a quick look at some of the most widely used tests:
Myers-Briggs Type Indicator (MBTI)
Categorizes into 16 types using four dichotomies:
- E/I: Extraversion vs. Introversion.
- S/N: Sensing vs. Intuition.
- T/F: Thinking vs. Feeling.
- J/P: Judging vs. Perceiving.
Big Five Personality Test
- Openness (creativity, curiosity).
- Conscientiousness (organization, reliability).
- Extraversion (sociability, energy).
- Agreeableness (cooperation, empathy).
- Neuroticism (emotional stability).
DISC Personality Test
Focuses on four behavioral styles:
- D: Dominance.
- I: Influence.
- S: Steadiness.
- C: Compliance.
Enneagram Personality Test
Nine types based on core motivations and fears, e.g.,
- Type 1: Reformer (integrity).
- Type 4: Individualist (authenticity).
- Type 7: Enthusiast (happiness, freedom).
Caliper Profile
- Measures 22 personality traits like assertiveness, empathy, and risk-taking.
- Predicts job performance, leadership potential, and cultural fit.
- Used for hiring, promotions, team building, and succession planning.
Hogan Personality Inventory (HPI)
- Focuses on candidates' “bright side” traits when performing at their best.
- Evaluates ambition, sociability, dependability, and leadership potential.
- Helps anticipate job performance, management style, and team impact.
HEXACO
- Expands Big Five traits by adding Honesty-Humility for ethics and integrity.
- Dimensions include emotionality, extraversion, agreeableness, conscientiousness, and openness.
- Useful for predicting teamwork, trustworthiness, and cultural fit.
Berke Assessment
- Short, customizable test combining personality traits with cognitive skills.
- Measures problem-solving ability, adaptability, and work preferences.
- Used by 700+ companies to streamline hiring decisions.
SHL OPQ
- An established global standard for evaluating workplace behavior.
- Examines 32 personality traits across relationships, thinking style, and emotions.
- Applicable from entry-level roles to executive leadership.
Predictive Index
- Fast 10-minute assessment measuring motivations, behaviors, and cognitive style.
- Provides insights into team dynamics, leadership potential, and job fit.
- Widely trusted by organizations like Subway and AutoNation for recruitment.
Bottom line: the test you pick matters less than how you use (and interpret) the results.
When Personality Tests Help (& When They Don’t)
According to Gina Riley, Executive Search Consultant, Career Coach at Gina Riley Consulting, and Author of the upcoming book Qualified Isn't Enough, the real issue isn’t the test itself but “when untrained decision-makers use them to justify their own biases rather than as a tool for informed hiring.”
This is where seasoned professionals see a clear difference: When tests are interpreted thoughtfully, they can bring real value rather than reinforce existing assumptions.
Schoenaerts agrees: “The employers who care about hiring well take personality tests seriously. They see them as a way to bring objectivity into a process often riddled with bias. At best, the test gives them one more data point to make a smarter decision.”
Charles Gerhold, Lead Consultant at 3D Group, puts it bluntly: “If the results are super-easy to understand, especially at the leadership level, you're probably getting as much value as you would from a horoscope. The test — and its results — should be nuanced, with trained professionals interpreting them.”
Schoenaerts adds: simply running a test and generating an automated report provides little benefit. Instead, use the test as a starting point, followed by a two to three-hour in-depth interview. “By doing this, Candidates quickly see that the process is designed in their best interest,” he says. “This isn’t about putting them in a box, but about giving them a tool to make the right career choice.”
What Job Seekers Should Know
Personality tests can feel intimidating but most of the time, they’re just one factor among many.
If you’re a job seeker, take the test honestly rather than trying to “game” it. Companies often use them to plan onboarding or team development, so there’s value in showing your genuine work style.
That said, some preparation can help you feel more confident. JobTestPrep notes that practicing sample questions beforehand and gaining familiarity with the format can ease test anxiety, helping you avoid rushing or overthinking answers under pressure.
And while personality tests often claim there are “no right or wrong answers,” JobTestPrep points out that this is only partly true.
If you’re applying for a customer service role but answer that you dislike working with people, or for a managerial role but say you don’t like leading, that might raise red flags for recruiters. Honest answers are key — but awareness of what the role requires helps you present your strengths clearly.
Stress can also trip you up in unexpected ways.
According to JobTestPrep, test anxiety can lead to:
- Carelessness: rushing and creating inconsistent answers.
- Over-investment: taking too long, signaling hesitation.
- Indecisiveness: waffling under pressure.
- Irritating behavior: constantly seeking reassurance, which can look like insecurity.
The good news? Practicing beforehand helps reduce stress, letting you approach the test calmly, pace yourself well, and show employers the confident, capable version of you … not the frazzled one.
Personality Test Risks, Biases, and Misunderstandings
Are personality tests helpful in getting to know a candidate better? Sure.
Should they be the crutch you lean on in the hiring process? Hard no.
“Because personality tests draw inconclusive results and are easy to fake, it’s best to use them in combination with soft skills assessments, technical skills assessments, cognitive ability tests, and behavioral interviewing,” advises, Elena Prokopets.
Psychologist Sanjay Srivastava has also found that personalities evolve over time, making rigid reliance risky. Tests can also reduce candidates to stereotypes — “the way you might organize your sock drawer, but probably shouldn’t organize your workforce.” And of course, social desirability bias (answering in ways that “sound good”) can skew results.
Bottom line, heed Riley's advice, "Personality data can be valuable, but only in the hands of people certified and trained to interpret it correctly. Without that, it’s just noise fueling bad decisions."
A Holistic Approach to Hiring
“Using a personality assessment as the tell-all metric can lead to poor candidate placements,” warns Prokopets in her blog on Toggl. She stresses that personality tests work best when combined with other evaluation methods. On their own, they can’t fully predict job performance or capture the complexity of someone’s temperament.
"Instead of leaning on personality tests alone, we should focus on behavioral interviewing and leadership assessments to evaluate skills holistically and set leaders up for success," says Riley.
When used thoughtfully, personality tests can offer real insight into a candidate’s values, communication style, and work habits. They can highlight who thrives under pressure, who prefers calm over chaos, and who secretly dreads team icebreakers.
But remember: they work best as a guide, not a gavel.
