The Hottest Hiring Trend: Personality Tests — Are They Fair?

Personality tests are becoming an increasingly common part of the hiring process, with companies looking beyond skills and experience to assess temperament, character, and cultural fit. But is this trend an effective way to find the right candidate, or does it create new barriers for job seekers?

According to Mark LaScola, founder of On The Mark, a global consulting firm specializing in workplace strategy and organizational design, personality tests are not always a simple pass-or-fail assessment.

The intent behind these tests is to ensure a better match between candidates and the company culture, team dynamics, and job requirements.

LaScola says even poor test takers can prepare themselves. And all jobseekers should repare for the entire interview process, as personality tests are often just one piece of the evaluation puzzle.

LaScola advises job seekers to present their best selves holistically, which may mean demonstrating communication skills, adaptability, and problem-solving abilities during interviews.

As companies refine their hiring processes, personality assessments are being used to predict workplace behavior, collaboration styles, and leadership potential. While some critics argue that these tests can be biased or overly rigid, proponents believe they help create better workplace matches and reduce turnover.

On The Mark, founded by LaScola in 1990, has helped businesses across 45 countries and five continents modernize their operating models. The company, recently acquired by Turner & Townsend, continues to guide organizations in adapting to workforce trends, including the evolving use of personality assessments in hiring.