Running Head: Personality Test, Profiling and Bad Judgment 3
Personality Test, Profiling and Bad Judgment
A Personality Test Won’t Prove You’re a Thief When the average American applied for a job back in the 1900’s you fill out an application or walk-in to talk to the employer. Now you sit at a computer, fill out your info and take a psychological test. This psychological testing is a set of questions and you are given a A,B,C, or D answer set. These questions are easy to understand but what about the answers? The answers are not your own they are made up to describe you from which one you choose and tell the employer if you are a good worker or not to be trusted.
1.The widespread use of personality tests as a means of determining which employees to hire raises a number of issues, ranging from the validity and reliability of the tests to concerns about invasion of privacy and discrimination against minorities. These issues raise the question whether the benefits of personality tests outweigh the costs of employing them. Most employers don’t understand how to use the testing to tell if the applicant is worth the hire. There are four different test types aptitude, personality, skills, and job knowledge. The aptitude and the personality test are the two of the four that are not accurate but the other two skills and job knowledge are fine. Skills and job knowledge are based on physical actions and actual knowledge learned. 2.Personality and aptitude are guessing games from person to person that is very inaccurate in nature especially when answers are limited and implied and only one answer will provide a high enough score to get a interview. These tests are not evaluated by professionals but by a person that may not have no more of a psychological degree than you do. According to the American Medical Association (2011), informed consent is a process of communication between a patient and a health care professional that results in the patient's authorization or agreement to undergo testing. Furthermore, patients or clients have a right to full disclosure of test results, which must be accommodated in language reasonably understandable to them. When these test are taken, if you receive a phone call from the employer and you are told you didn’t score high enough for an interview. They will not provide you with any scoring nor will they even talk to you about the test. There is no number to call nor is there anyone over-looking the testing. The test is graded by a computer and the employer just reads pass or fail. To some it would be like being convicted of a crime of theft before or if the crime would ever happen. Failing the test would tell the employer you’re not to be trusted or relied on. This leads to a form of discrimination.

2.Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, and national origin in employment decisions, including in the administration of pre-employment tests.151 The statute does not directly prohibit personality or aptitude tests. 152 However, it does come into play to the extent that an employer's use of a personality test has the effect (intentionally or otherwise) of discriminating against a protected class.