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Melson-Silimon, Harris, Shoenfelt, Miller, and Carter (2019) bring attention to the use of normative personality inventories for pre-employment testing in light of the Americans with Disabilities Act (ADA) and recent… Click to show full abstract
Melson-Silimon, Harris, Shoenfelt, Miller, and Carter (2019) bring attention to the use of normative personality inventories for pre-employment testing in light of the Americans with Disabilities Act (ADA) and recent developments in research on personality. Although they review some of the legal guidelines and case precedent, they concede that no court case has yet taken issue with personality tests that did not contain items based on the Minnesota Multiphasic Personality Inventory (MMPI; Hathaway & McKinley, 1942) and offer some suggestions for employers who wish to conduct personality assessments without potential conflict with the ADA. In this commentary, we discuss why concerns raised in the focal article may not prove to be problematic after all and offer advice for employers based on best practice in the area.
Journal Title: Industrial and Organizational Psychology
Year Published: 2019
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