One of the things I was most surprised by when I got into the jobs business over a decade ago was the prevalence and practice of age discrimination in hiring right here in the USA. Oh, sure... we're not like some overseas markets where job ads explicitly demand youth, or a particular gender, or beauty(!), in the applicant, but there it is...
According to experts interviewed by TheLadders, some of the most commonly used pre-employment personality assessments are:
The Sixteen Personality Factor (16PF) Questionnaire
The 16PF is a personality inventory that measures the 16 normal-range personality traits identified by psychologist Raymond B. Cattell and fellow researchers. Later, five global (or second-order) factors were discovered. The 16PF assessment scores both the broader, second-order traits as well as the more specific and precise primary traits. The assessment is commonly used in the workplace but also in academic and counseling settings.
Dominance, Influence, Steadiness, Conscientiousness (DISC)
The DISC assessment is based on a four-quadrant behavioral model identified by William Moulton Marston. The test assesses the behavior of individuals within certain situations. Behavior is grouped into four major personality styles, each of which tends to exhibit specific characteristics common to that particular style.
The Caliper Profile is a commercial assessment that measures 25 personality traits related to job performance. The instrument is used for hiring, performance improvement and team building and is designed to provide information on an individual's strengths, limitations, motivation and potential.
California Psychological Inventory
The items on the California Psychological Inventory produce scores for 18 scales divided into four classes designed to measure social skills, intellectual flexibility and interests. Each of the 18 scales is designed to determine what the test-taker will say or do under certain conditions.