This Insights was contributed by Rebekah Cardenas, Ph.D., vice president of business development and assessment solutions at EASI·Consult®.
Clients often ask what I think about widely used personality tools, like the Myers-Briggs Type Indicator (MBTI) or DISC Personality Test. My response almost always begins with a question – “For what purpose?” What I think about a particular tool depends in part on how you intend to use it. There are many in-depth articles that dig into the history, credibility and rigor of specific tools, such as this one on the MBTI or this one on the DISC. Instead of covering something that’s already been said, let’s examine basic legal requirements regarding hiring so that you can decide if your favorite tools measure up.
As you probably know, the United States has a number of strongly enforced anti-discrimination laws that limit the way organizations can use testing programs and tools for making Human Resources decisions. Major laws include the 1964 and 1991 Civil Rights Acts, the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA). While it’s nearly impossible to memorize everything these laws require, there are some general rules that span them that you should remember:
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