Well, it’s officially a trend: Employers are increasingly using personality tests for hiring decisions.
At least according to a recent The New York Times article which describes this as a burgeoning $2 billion industry.
While not new, personality tests are finding new traction as employers hire for remote work positions that have a different skill
With the July 4th holiday upon us (and on a Wednesday), I’m pretty convinced that nearly everyone is taking some time off this week. So, rather than play to an empty crowd, I’m going to replay some older posts.
(And remember that old commercial: If you haven’t seen it yet, it’s new to you!)
Today’s
Although I’ve touched on the issue of personality tests before here and here, I was recently interviewed in the December 2007 issue of Law Office Administrator (published by Ardmore Publishing) about some further specifics.
In it, I highlight two important points that employers should consider before using them:
In one of my first posts, I highlighted an article regarding the legality of personality tests. In it, I noted that the EEOC had held a fact-finding session and was likely going to issue some further guidance. Well, that day has arrived.
The EEOC issued a fact sheet on employment testing today, announced in
The Connecticut Lawyer has an interesting article in the last month on the Legality of Personality Tests under the ADA. 
The article, written by Connecticut Bar Association member Joshua Hawks-Ladds, "explores the ADA’s impact on personality testing in the workplace, and discusses what type of assessment tools will withstand ADA scrutiny and when these tools can