Recent litigation has suggested that some items for these types of tests may be too intrusive (Soroka v.

Since there is not a correct answer to personality tests, the scoring of the procedure could be questioned.

Applicants should not be selected on the basis of personality tests alone. Rather, they should be used in conjunction with other procedures as one element of the selection process. Not used exclusively Personality tests should not be the sole instrument used for selecting applicants. Select tests carefully Any tests should have been analyzed for (high) reliability and (low) adverse impact. Select traits carefully An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact.

lack of evidence to support validity of use of personality tests.

cost may be prohibitive for both the test and interpretation of results.lack of diversity if all selected applicants have same personality traits.responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection.applicant's training and experience may have greater impact on job performance than applicant's personality.difficult to measure personality traits that may not be well defined.can identify interpersonal traits that may be needed for certain jobs.can reveal more information about applicant's abilities and interests.

can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization.

Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Personality Tests: A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personnel Selection: Methods: Personality Tests

Time and Attendance/Workforce Management.

Reliability of personality tests