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Consider ADA, discrimination, validity issues when using personality tests

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in Best-Practices Leadership,Employment Law,Hiring,Human Resources,Leaders & Managers

by Thomas P. Brady, Esq., Clark Hill PLC, Detroit

Some employers use personality or psychological tests to screen applicants and employees being considered for jobs or promotions. Such tests attempt to measure an applicant’s honesty, integrity, leadership, motivation or other personality traits to determine if the applicant is a good fit for the position.

Proponents say personality tests are an economical way of screening employees.

However, critics argue that these tests might not accurately predict an individual’s honesty, integrity or other personality traits. Others say the tests violate the employee’s privacy.

There are two types of personality tests. “Objective tests” are paper-and-pencil tests that use true-or-false or multiple-choice questions. Employers frequently use objective tests when they need to test a large group. “Projective tests” are administered individually and ask the applicant to interpret ambiguo...(register to read more)

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