What are the best personality tests for identifying future leaders in a remote-first company?

Question

Tyler Smith · Accepted Answer

Identifying future leaders in a remote-first environment presents unique challenges, as traditional leadership cues may be absent. Based on feedback from organizations successfully navigating this landscape, several personality tests stand out for their ability to pinpoint traits crucial for remote leadership. The **Hogan Development Survey (HDS)**, for example, is frequently cited for identifying potential derailers – characteristics that can emerge under stress and undermine a leader's effectiveness, which is especially pertinent in the self-directed world of remote work. It helps unearth traits like skepticism or aloofness that could hinder virtual team cohesion. Another highly regarded option is the **Work Personality Index (WPI)**, which assesses job-related personality traits such as resilience, adaptability, and initiative. These are critical for leaders who need to inspire and manage teams without constant in-person oversight. Buyers frequently ask whether these tests can truly differentiate between a good remote worker and a good remote *leader*. The key lies in looking for specific facets within these assessments: for example, the WPI's 'Influencing' and 'Decision Making' scales can be highly predictive. Additionally, some organizations leverage the **Calipers Profile** for its comprehensive assessment of potential and fit for specific roles, including leadership, by measuring how an individual's personality traits align with job requirements. It provides insights into how a candidate is likely to perform and develop, which is vital for long-term leadership potential in a distributed workforce. The value of these tests is not just in predicting performance, but in providing a framework for developing identified strengths and mitigating potential weaknesses in a remote leadership context. Compared to general behavioral interviews, these assessments offer a more standardized and objective measure, reducing bias often present in subjective evaluations.