If you are searching for a new job, you will probably go to several interviews. Due to the many applicants some employers receive, they are now using new methods to screen potential hires, including personality tests.
You likely know about personality tests from social media and similar sites. After all, taking these tests to learn more about yourself can be fun. However, in the realm of employment, some people wonder if these tests discriminate against certain people, especially those who are disabled or depressed.
Do personality tests discriminate against certain people?
Some have suggested that requiring a potential hire to take a personality test is leaving those with disabilities out “in the cold.” The main reason is that the tests screen people for attributes that do not impact how they would perform in the job for which they applied.
However, employers use not just personality tests that could be potentially discriminatory. For example, resume screeners that search for specific keywords, game-based tests that compare a new hire’s results to current workers and sentiment analysis tools that are used to analyze a person’s movements during a video interview are also concerning when it comes to discrimination.
Recent studies have revealed that some disabled applicants never make it to the interview stage or engage in human interaction because they are screened out of consideration using the abovementioned methods.
What options do you have?
If you believe an employer used discriminatory methods during the hiring process, you may be able to file a legal claim. It is important to understand the law in this area to know if you have a viable claim.