READ THE FULL ARTICLE ON DISCINSIGHTS BY PEOPLEKEYS.
Employers are saving both time and money by implementing tools for predictive hiring into their regular hiring practices, and to get past the obstacles met within the initial screening of candidates, hiring managers have begun applying a number of pre-hire assessments into final decision-making. These assessments serve as indicators of what a person may or may not bring to the table, how they will interact with an existing workforce and how they will perform in particular environments.
According to FindLaw.com, “Forty percent of Fortune 100 companies indicated that their employment selection systems included some form of psychological testing. A similar survey by the American Management Association showed that forty-four percent of its responding members used testing to select employees. While cognitive ability tests continue to be the most commonly used form of psychological testing in the workplace, personality tests are being used more and more frequently.” But, how do you know which assessments are actually compliant and legal for hiring?
Three of the most common personality assessments used by hiring professionals include the Myers-Briggs Type Indicator (MBTI), the Minnesota Multiphasic Personality Inventory (MMPI) and the DISC assessment.
Let’s dig into the differences and legality for hiring of each. Read the full article on DiscInsights by PeopleKeys.
