According to some reports, up to 60 percent of workers are required to complete personality tests during the hiring process. Employers use such tests to predict performance and “cultural fit” by attempting to learn about a prospective employee’s character and personality, including his attitude, interests, motivations, opinions, preferences, and emotional makeup. Personality tests can help employers identify who may excel at a certain job or in a particular position.
Personality testing is generally less likely to expose your organization to liability than other psychometric testing, such as cognitive ability and intelligence testing, but using personality tests during the hiring process still presents risks. Many lawsuits related to personality testing have been brought under various federal discrimination laws. It’s important to be aware of those laws and know how to mitigate the risk of liability.
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