This article provides a “behind-the-scenes” account of how and why the Inwald/Hilson tests were developed. It is noted that since the 1970s, personality testing has been adapted and customized for use in selecting applicants for different occupations, including police, public safety, fire, and emergency services personnel. The author developed the Inwald Personality Inventory (IPI) in 1979 as the first comprehensive behaviorally-based personality measure designed and validated specifically for use in high risk occupations, such as law enforcement. Over time, studies consistently demonstrated that the IPI was a better predictor of poor job performance than were traditional tests of psychopathology. While antisocial behavior patterns and characteristics measured by the IPI predicted poor job performance, there also developed a need for measures that would predict above-average/excellent performance in the workplace. In 1988, the author designed and validated the first comprehensive test of “positive” work-related characteristics or “emotional IQ,” the Hilson Personnel Profile/Success Quotient (HPP/SQ). Other instruments followed, including the Inwald Survey 5 -- Revised (IS5-R), with questions added on domestic violence. This article describes in exceptional detail, the theoretical rationale, development, and validation of several instruments developed by the author and now widely used for high risk occupations and for screening corporate managers and key personnel in occupational settings. Appendices A-B, references