The Challenges With Pre-Employment Testing and Potential Hiring Bias

Abstract

The hiring process for some organizations includes pre-employment personality testing. The testing screens for desirable personality traits and are designed to meet a business need for cultural fit when filling a specific job. Creating algorithms that filter for certain traits may create new forms of bias. The changing demographics in the United States presents the need for a more culturally representative leadership team that is less homogenous. There are legal implications for the use of pre-employment personality trait testing. Understanding whether diversity and inclusion is in alignment with pre-employment personality trait testing hinges on interpretation and validation. The hiring process for some organizations includes pre-employment personality testing. The testing screens for desirable personality traits and are designed to meet a business need for cultural fit when filling a specific job. Creating algorithms that filter for certain traits may create new forms of bias. The changing demographics in the United States presents the need for a more culturally representative leadership team that is less homogenous. There are legal implications for the use of pre-employment personality trait testing. Understanding whether diversity and inclusion is in alignment with pre-employment personality trait testing hinges on interpretation and validation. Richard C. Scepura, DNP(c), MBA/MHA, RN, NEA-BC, CDN, is at Clarion and Edinboro University Schools of Nursing in Pennsylvania. He can be reached at [email protected]