Personality-Based Hiring: Fad or the Future?

Jun 13

Not long ago, hiring was all about resumes, credentials, and "hard" skills. But something’s shifted. Employers are now asking deeper questions—like how someone solves problems or fits into a team.

That shift has brought personality into the spotlight.

In 2025, search interest in “workplace personality test” hit an all-time high, according to Google Trends. Personality testing is now a $2 billion industry, with companies investing heavily in understanding how people think, work, and collaborate. From Myers-Briggs to the Big Five to newer tools like Plum and PrinciplesYou, the goal is the same: make better hiring decisions by getting to know the person behind the resume.

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What Is Personality-Based Hiring?

Personality-based hiring uses behavioral traits—like communication style, decision-making habits, or stress response—as additional signals to help make smarter hires. Instead of focusing only on what someone’s done, it asks: How do they do it? And will that thrive in this role?

Tools used in personality-based hiring may include:

Structured interviews with behavioral questions
Pre-employment assessments like the Big Five, DISC, or MBTI
Situational judgment tests
Research-backed platforms like Plum or PrinciplesYou

These tools don’t replace resumes or interviews—they add meaningful context, especially when skills are transferable or hard to measure on paper.

If you're new to personality frameworks or want to understand your own traits better, you might start here: What’s the Best Job for Your Personality Type?

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Why It’s Gaining Ground

Several real-world trends are driving the rise of personality-based hiring:

The soft skills gap: When communication, adaptability, and collaboration matter most, credentials alone don’t cut it.
Retention risks: A bad culture fit can lead to early exits. Hiring someone who matches the team’s work style can reduce turnover and improve morale.
Diversity of thought: More employers are building teams that think differently. Personality is a way to add balance without bias.
Remote and hybrid work: You may never meet some teammates in person. Knowing how someone prefers to collaborate, recharge, or communicate becomes essential.
Candidate expectations: Job seekers today want roles that align with their values, strengths, and personalities—not just their resumes.

The Risks (and How to Avoid Them)

Like any hiring method, personality-based hiring has its flaws:

Over-reliance: People aren’t just their personality types. Labels should inform, not define.
Poor-quality tools: Not all tests are created equal. Unvalidated assessments can introduce bias or give misleading results.
Privacy worries: Candidates deserve transparency. Be clear about how assessments are used and why.

The fix? Pair personality insights with structured interviews, ethical practices, and real job data. It’s not personality versus skills—it’s both, used wisely.

What It Looks Like in Practice

More companies are putting this into action:

Scotiabank uses Plum to evaluate graduates without even reviewing resumes—leading to more diverse and high-retention hires.
McKinsey & Company sometimes includes personality balance when assigning consultants to projects—pairing introverts and extroverts to build better dynamics.

Candidates thrive not just because they’re qualified, but because their working style actually works for the team they join.

What to Keep in Mind

If you’re exploring personality-based hiring, make sure to:

Use only validated tools designed for hiring
Offer transparency: tell candidates how assessments are used
Avoid over-indexing on personality alone or screening out protected groups

When done ethically, personality testing can open doors—not close them. Especially in hybrid or remote environments where human signals are harder to pick up.

Ready to Talk about Your Hiring Needs?

So... Fad or the Future?

Here’s the bottom line: Personality-based hiring isn’t a silver bullet, and it won’t replace good interviewing or real qualifications. But when used right, it helps you see the whole person—not just the paper.

For employers, it means hiring not just for what someone can do, but for how they’ll show up—and how they’ll help your team thrive.

For job seekers, it’s an invitation to own your style. Understand what energizes you. And look for work that fits not just your skills, but your personality too.

If you’re curious how different personality types function at work—especially in high-pressure or team environments—don’t miss Type A vs. Type B at Work: How to Actually Get Along.

Whether you’re hiring or job hunting, the right fit isn’t just about skills—it’s about how people thrive together.