Employment law means that organizations need to be confident that there is no intended bias or discriminatory impact based on gender, race, religion, disabilities, etc.Only professionally developed tests supported by research and kept up to date should be used.Tests must be used to support other evidence and must not form the only basis for decision making.All applicants should be treated consistently.The same tests should be used when testing for the same position.However, there are a few issues to be considered in this area: The use of appropriate personality tests can help to increase both the perceived and actual fairness of the selection process. With this in mind, best practice guidelines are essential for employers wanting to use these tests in the most useful and effective ways. The results can be engineered by the candidate.Could be unfairly discriminatory in regards to candidates with disabilities or health conditions.Good candidates could be mistakenly eliminated at the beginning of the recruitment process.The use of the wrong test for the wrong purpose.However, there are many areas of controversy relating to how effective they are in measuring a candidate’s true suitability for a role. Personality tests have become a key part of the recruitment process in many industries.
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