Learn how to use personality assessments responsibly to improve hiring decisions and predict on-the-job success.
.png)
Episode 15
🎙 Listen on YouTube:
Personality assessments are powerful, but only when used correctly. In this quick tip episode, Brandon Seigel answers the question every hiring manager eventually asks: can a personality test actually predict how well someone will perform on the job? The answer is nuanced, and getting it right could transform your hiring process.
Brandon's answer to the core question is yes, but with important caveats. Personality traits have been shown to correlate with workplace success, particularly when those traits align with the specific demands of the role and when assessments are combined with other evaluation methods. A test alone doesn't guarantee performance, but it can provide meaningful signals about how someone is likely to show up at work.
Research from the Big Five personality model identifies conscientiousness as the single most consistent predictor of job performance across industries. Employees who are organized, dependable, and thorough tend to perform well regardless of the role. Emotional stability also correlates strongly with positive outcomes, particularly in high-stress environments like healthcare. And while agreeableness often links to better teamwork and customer service, Brandon notes he personally looks for a healthy dose of assertiveness, someone who will push back when they see something important.
The key caveat Brandon emphasizes: personality tests measure traits and behavioral preferences, not skills or knowledge. A highly conscientious candidate who has never managed a medical billing workflow still needs to learn the workflow. The assessment tells you something about how they'll approach the learning, not whether they already have the competency.
He also warns against misuse: over-reliance on any single assessment, applying one tool to every role without considering role-specific demands, or allowing an assessment result to override strong evidence from interviews and references. Tools must be validated, standardized, and interpreted responsibly. The assessment is one data point in a larger picture.
Used well, personality assessments improve hiring accuracy, reduce turnover, support team building, and strengthen leadership development. They're especially valuable in private practice settings where every hire has an outsized impact on culture and patient experience. The goal is to use them as a diagnostic lens, one that helps you ask better questions, not skip the questions entirely.
Key Takeaways
"Hire for attitude, train for skill, but understand attitude before you make the offer."Â , Brandon Seigel
