Legal Issues Regarding Personality Testing in Employment Applications - Assignment Example

It is not appropriate to use personality tests as a main factor of job consideration since many errors accompany personality tests. Response distortion among the applicants is common as they align themselves with the best descriptive words that will win the hearts of the employer. The respondent can also be in a state of low mood at examination time hence the bias.

It is worth noting that many people are dynamic and hence express different facets of personality. In addition to that, it is not appropriate to use these tests for disabled people. Some occupations also do not require personality screening. The Americans with Disability Act outlines that people known to have psychiatric conditions should be exempted from people with mental illnesses. The examinations should have a relation with the job opportunity at stake (Morgeson et al.).It is justifiable to use clinical personality tests for highly sensitive occupations such as cabin crews and police officers.

The tests are likely to cause generally negative public relations feelings. The tools are excellent as they allow one to excavate deeply into a person’s perception of a specific job. However, the tests should not receive excess overreliance from the employee as they only reflect the tip of the iceberg regarding the personality.