Using Personality Assessments to Drive Better Hiring Conversations
TJ Kastning
Most hiring authorities think about personality assessments too one-dimensionally—as a way to filter out candidates. But the real power of assessments comes after the results, when they’re used to spark a deeper, more meaningful conversation.
The best way to do this? Bilateral assessments—where both the candidate and hiring manager complete an assessment and review the results together. This turns the hiring process from a one-sided judgment into a mutual exploration of how both parties work, communicate, and collaborate.
Why Bilateral Assessments Are Superior to Unilateral Ones
Using only a candidate’s assessment to determine fit is like only checking one side of a bridge for structural integrity—it misses half the picture.
A bilateral assessment process benefits both sides:
✅ Candidates commit more knowledgeably – Instead of taking a job blindly, they understand how their future boss operates, making them more confident in their decision.
✅ It shows mutual respect – Instead of a power imbalance where only the candidate is evaluated, it levels the playing field. A candidate should know as much about their future boss as the boss knows about them.
✅ It improves self-awareness and other-awareness – Both sides walk away with better insight into their strengths, blind spots, and how to work effectively together.
✅ It fosters deeper conversations – Instead of surface-level Q&A, assessments open the door to real discussions about work styles, decision-making, stress responses, and communication habits.
At Ambassador Group, we often use Wiley PXT, VOPS by Scale Architects, and Kolbe in a bilateral format. Let’s look at how this works in practice.
How to Turn Assessment Results Into a High-Value Interview Conversation
Assessments shouldn’t be the final word—they should be the starting point for a deeper conversation. Here’s how hiring managers and candidates can use results to explore compatibility:
1. Dig Into Work Styles & Cognitive Processing
📌 Example Question from Wiley PXT:
“You scored highly in numerical reasoning, meaning you likely enjoy working with data and logic. Your future manager scored lower in this area, meaning they may prefer broad concepts over detailed analysis. How do you see that playing out in your work relationship?”
👉 Why it’s valuable: This sets the stage for a real discussion about how decisions are made, how much detail is expected in reports, and where friction might arise.
2. Align on Communication & Collaboration
📌 Example Question from Wiley PXT:
“Your results suggest you’re highly independent in decision-making, while your potential boss thrives on collaboration. Have you worked with a leader like that before? How would you adjust?”
👉 Why it’s valuable: A one-sided assessment might label the candidate as “too independent,” but a bilateral discussion reveals how both sides can adapt to work better together.
3. Identify Potential Strengths & Conflicts
📌 Example Question from Kolbe:
“Your instinctive problem-solving style is quick-start, meaning you like to experiment and iterate. Your future manager is more fact-finding, preferring detailed analysis before action. How would you approach a situation where they need more time to make a decision?”
👉 Why it’s valuable: Instead of guessing at whether a candidate will “fit,” this directly addresses how work gets done, setting realistic expectations.
4. Discuss Leadership & Growth Preferences
📌 Example Question from VOPS:
“Your results suggest you create value by bringing structure and processes. Your hiring manager thrives in flexibility and adaptability. Where do you see opportunities to complement each other, and where might you need to adjust?”
👉 Why it’s valuable: This frames the conversation around strengths rather than weaknesses, shifting from “Is this a good fit?” to “How do we make this work?”
The Power of Bilateral Assessment Conversations
Too many hiring decisions are made based on gut feelings or generic interview questions. Using bilateral assessments to guide structured conversations creates far better hiring outcomes.
📌 Instead of: “Do we like this candidate?”
💡 Ask: “How do we work best together?”
📌 Instead of: “Are they a good fit?”
💡 Ask: “What adjustments will help us both succeed?”
📌 Instead of: “Will they succeed here?”
💡 Ask: “How can we set them up for success?”
Assessments don’t replace good hiring decisions, but they deepen the conversation—leading to more confident hires, better team dynamics, and fewer costly misfires.
Make Hiring Conversations More Insightful
If you’re using personality assessments but not leveraging them to drive deeper interview conversations, you’re leaving insight on the table. At Ambassador Group, we help hiring authorities integrate assessments into their hiring process the right way—with bilateral insights, structured conversations, and better decision-making.
👉 Want to explore this approach for your hiring process?
Schedule an exploratory meeting with Ambassador Group.
