You’re filling a role with the right experience, the right resume, and the right interview answers. So why does the hire still fall flat?
More teams are asking whether personality or behavior-based assessments can lead to better hiring decisions. In short, they can, but only when used correctly.
Most personality or temperament assessments are not validated for hiring. They're typically designed for onboarding, coaching, or team development, not for making selection decisions. To use assessments legally and effectively in hiring, look for tools that are job-related, legally validated, and applied consistently. One example is the behavior-based hiring tools used in True Colors' Talent Acquisition services.
Even when using validated tools, they should inform your decision, not drive it. A balanced approach uses assessments for about 25 percent of the overall hiring process, alongside interviews, skill evaluations, and reference checks.
Legally sound hiring assessments meet three key criteria: they relate directly to the job, have been tested for fairness and reliability, and are used consistently for all candidates. Assessments that explore communication style or behavior patterns can be valuable if they’re built specifically for selection. Otherwise, they’re better reserved for supporting team dynamics after the hire is made.
A bad hire affects more than performance. It disrupts trust, drains time, and often leads to another costly search. That’s why many teams are looking beyond resumes and interviews. Temperament-based hiring offers insight into how someone communicates, processes information, and collaborates.
But not every assessment is built for hiring. Using the wrong one can cause more problems than it solves.
Most personality tools, such as DISC, MBTI, or the standard True Colors profile, are designed for development, not for candidate screening. While they’re incredibly useful once someone is hired, they are not validated for pre-employment use.
Using a non-validated assessment to influence hiring decisions can lead to compliance issues. These tools aren’t built to predict job success or tie directly to job responsibilities, which is a requirement for EEOC-compliant hiring practices.
True Colors’ Talent Acquisition services include tools that support hiring decisions by evaluating how a candidate may demonstrate specific job-related behaviors. It highlights potential strengths in areas like task execution, collaboration, decision-making, and accountability. This type of structured insight helps hiring teams better understand how a candidate might approach the demands of the role.
Even a validated hiring tool should not be the sole decision-maker. Think of it as one part of a multi-layered process. Use it to guide about 25 percent of your overall decision, along with:
This balanced approach creates a fuller picture of each candidate’s potential.
This is where the original True Colors temperament assessment excels, supporting culture and performance from day one.
The right tools used at the right time help teams work better together and stay stronger over time.
Ready to improve your hiring decisions without the legal guesswork?
Improving hiring decisions starts with tools that go beyond resumes and interviews. True Colors’ Talent Acquisition approach uses behavior-based tools and validated frameworks to bring clarity to how candidates may approach real work situations, helping you evaluate how candidates may approach real work situations with greater clarity and confidence in your decision-making process.
Our free guide, How AI Complements Human Decision Making in Talent Acquisition, shows how to integrate those insights into a well-rounded hiring process. You'll learn how to identify alignment, support stronger onboarding, and build teams that work better together.
Hiring for behavior and style works best when you use the right tools at the right stage. Behavioral insights can support smarter hiring decisions, while communication style tools bring ongoing value to team development, onboarding, and role alignment after the hire.