More than 75 percent of employers use personality assessments such as CliftonStrengths, DiSC, and the Myers-Briggs Type Indicator in their hiring and business practices. Yet those instruments elicit strong reactions from users, both positive and negative. For some employees, taking the assessments is pure delight—they get quantitative feedback on qualitative factors and think: "This explains the conflict I've had with my co-worker for the past 10 years." Or better still: "This feedback is the kick in the pants I've needed to take an honest look at my shortcomings."