Hire and build teams around how people actually work
The strength of your practice or property comes down to the people on your team. Validated personality assessments help you hire for genuine fit, understand how your team works together, and build a culture your clients and guests can feel.
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Personality assessments for hiring and team-building use scientifically validated instruments, such as the Big Five, DISC, and Hogan, to measure how candidates and team members are likely to behave, communicate, and perform in a role. Applied correctly by an I-O psychologist, they reduce the guesswork in hiring, surface why a team works the way it does, and give practices and properties an evidence-based way to build the kind of team that keeps clients and guests coming back.
Why most hiring decisions miss
Most practices and properties hire the same way: read a resume, run an interview or two, and go with a gut feeling. The problem is that resumes show experience and interviews reward people who interview well, but neither reliably predicts how someone will actually behave on the job, handle pressure, or fit your team.
A bad hire is expensive, in turnover, training time, team morale, and the client or guest experience. In health, wellness, and hospitality, where every interaction shapes trust, the cost of the wrong person in a client-facing role is even higher. Validated assessments add an objective, research-backed signal to a process that is otherwise mostly intuition.
At Citrine Research and Consulting, assessments are administered and interpreted by Dr. Sonja Elcic, an I-O psychologist with a Ph.D. in Industrial-Organizational Psychology. That means the tools are used the way they were designed to be used, ethically, validly, and in context, rather than as a personality quiz or a box to check.
What is included in our personality assessment service
Role & Trait Profiling
Before any assessment is sent, we define what actually drives success in the role, whether that is a front-desk lead, a clinician, or a guest-experience manager, and map it to the traits the assessment should measure. The instrument is matched to the job, not the other way around.
Validated Instrument Selection
We select from scientifically validated assessments like the Big Five, DISC, and Hogan based on your goal, whether that is predicting job performance, understanding communication style, or screening for derailers in leadership hires.
Candidate Assessment & Scoring
We administer assessments to your candidates, score them properly, and interpret the results in the context of your specific role and team. No raw printouts left for you to decipher.
Plain-Language Hiring Reports
You receive a clear, decision-ready report for each candidate: strengths, potential risks, fit for the role, and suggested interview questions to probe further. Written for a busy owner, not a psychometrician.
Team & Culture Mapping
Beyond hiring, we assess your existing team to show how personalities interact, where friction is likely, and how to communicate and delegate in ways that play to each person's strengths.
Debrief & Coaching
We walk you and your team through the results in a live debrief, translating the data into practical changes you can make in how you hire, onboard, and lead. The insight is only valuable if you can act on it.
How we use assessments differently
We use validated instruments, not personality quizzes
There is a meaningful difference between a free online quiz and a scientifically validated assessment with decades of peer-reviewed research behind it. We work only with instruments like the Big Five, DISC, and Hogan that have demonstrated reliability and predictive validity, and we use them within their intended scope.
We match the assessment to the decision
Different tools answer different questions. The Big Five is strong for predicting general job performance, DISC is useful for communication and team dynamics, and Hogan is built to surface leadership strengths and derailers. We choose based on what you are actually trying to decide, rather than defaulting to one tool for everything.
We interpret in context, ethically
An assessment score means nothing without context. As an I-O psychologist, Dr. Elcic interprets results against the specific demands of the role and your team, and uses them as one input alongside experience and interviews, never as a single pass-or-fail gate. Assessments are used fairly and in line with professional and legal standards.
We focus on fit and the client experience
In health, wellness, and hospitality, your team is the experience. We help you hire people whose natural strengths fit the role and build a team whose dynamics translate into the calm, competent, welcoming experience your clients and guests remember.
Who this is for
This service is for healthcare practices, wellness providers, and hospitality brands that are hiring for client-facing or team-critical roles and want more than a gut feeling to go on. If you have been burned by a hire who interviewed well but did not work out, or you are growing and cannot afford to get the next few hires wrong, validated assessments give you an objective edge.
We work with medical practices, specialty clinics, therapists, psychologists, acupuncturists, EFT practitioners, wellness centers, integrative health providers, hotels, and hospitality teams across the United States. Whether you are filling a single key position or building out a department, we tailor the assessment approach to your roles, your team, and the experience you want your clients and guests to have.
Frequently asked questions
Which personality assessments do you use?+
We work with scientifically validated instruments including the Big Five (Five-Factor Model), DISC, and Hogan assessments. The right tool depends on your goal. The Big Five is strong for predicting general job performance, DISC is useful for communication and team dynamics, and Hogan is built to surface leadership strengths and potential derailers. We recommend the instrument that fits the decision you are making.
Are personality assessments legal to use in hiring?+
Yes, when they are validated, job-relevant, and applied correctly. The key is using assessments that have demonstrated reliability and validity, matching them to the actual demands of the role, and treating results as one input among several rather than a single pass-or-fail gate. As an I-O psychologist, Dr. Elcic administers and interprets assessments in line with professional and legal standards.
Can assessments really predict job performance?+
Validated personality assessments do not predict performance perfectly, but decades of research show they add meaningful predictive signal beyond resumes and interviews alone, especially when matched to the right role. They are best used to inform and structure your decision, not to replace your judgment.
Do you assess candidates, current employees, or both?+
Both. For hiring, we assess candidates and provide decision-ready reports comparing them to the demands of the role. For existing teams, we assess current members to map how personalities interact, where friction is likely, and how to lead and delegate in ways that play to each person's strengths.
What do I actually receive?+
You receive a plain-language report for each person assessed, covering strengths, potential risks, fit for the role, and suggested interview or coaching follow-ups, plus a live debrief where we walk through the results and what to do with them. No raw score printouts left for you to interpret on your own.
Can you run assessments for teams outside of Arizona and Iowa?+
Yes. While Citrine Research and Consulting has offices in Scottsdale, AZ and the Des Moines, IA metro area, assessments are administered remotely and we work with health, wellness, and hospitality teams across the United States.
Ready to hire with confidence?
Every engagement starts with a free discovery call. We will learn about the roles you are hiring for, the team you are building, and the experience you want your clients and guests to have, then recommend the right assessment approach.
Book a Discovery Call