New Leader Manufacturing interview questions

A 3rd Party recruiter contacted me by email and we set a time to talk over the phone. He explained what he knew about the company and position. I expressed interest in learning more and submitted my resume. After responding to a few questions through the recruiter (eg. "why are you interested in leaving your position?"), I was quickly set-up with a phone interview with the Director of Human Resources. The call with HR went well although it took longer than I expected (~1 hour and 20 minutes). Shortly thereafter, I was contacted about an interview at their facility. Prior to the interview, I was required to complete an online personality profile. The online test took a couple hours. I reported for my interview in Cedar Rapids at 7:30AM and immediately took a plant tour with Human Resources. After this, there were two formal group interviews with a mechanical aptitude test between. The first interview was with leadership (Directors) from two departments. The final interview was with the co-owners. Everyone read interview questions from a prepared sheet. Some of the interview questions were a bit weird and targeted at certain personality traits. For example, I probably answered three questions about my organization skills ("specifically, what do I do each day?", "how do I organize I organize my desk?" etc..). I was a bit surprised to be given a mechanical aptitude test for [for what I believed to be] a senior leadership position. The HR Director assured me that everyone is given the test (himself included). This portion was not particularly difficult and took about an hour. The interview with the owners was also a bit odd. I learned more about the position and planned reporting structure. It was clear during this section of the interview that I was not a good fit (both to me and to the owners of the company). Having a phone interview with the hiring manager would have saved everyone quite a bit of time and effort. Job duties and key skills (outlined by the recruiter and HR Director) were broader than what the owners wanted. I learned after the interview that the personality test results determined the interview questions. Key attributes identified by the hiring manager were ranked in order of importance. Identified "weaknesses" generated questions during the group interviews. This resulted in quite a bit of time talking about perceived weaknesses rather than strengths I could bring to the company. The format was frustrating but did not change the outcome for me personally.