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The Use of Psychological Tests in Employment Recruitment Processes
The Use of Psychological Tests in Employment Recruitment Processes

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# The Use of Psychological Tests in Employment Recruitment Processes

By [Carl Hose](https://www.weekand.com/author/carl-hose/), Contributor

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Hiring and training new employees can be an expensive process. To help keep turnover to a minimum, some companies employ psychological testing to ensure that potential employees are suitable before hiring them. Psychological tests, however, are not only used during the hiring process. Some companies use these tests to monitor the continued suitability of employees who have been on the job for some time.

![](https://cdn-channels-pixel.ex.co/events/0012000001fxZm9AAE?integrationType=DEFAULT&template=design%2Farticle%2Fplatypus_two_column.tpl)

## Purpose

The purpose of psychological testing is to make more informed hiring decisions. Many companies consult outside companies to give and assess these tests in an effort to keep the tests unbiased and to help guard against lawsuits. Psychological testing is used to determine, in particular, the ability of potential employees to work under stressful conditions and to assess the potential of a prospective employee to handle the job effectively under those conditions.

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## Benefits

The use of psychological testing can lower the risk of a company being sued, according to Mike Poskey of ZeroRisk HR, a company that specializes in strategies and solutions for greater employee retention. One reason is that psychological testing can help reduce the number of problem employees. Psychological testing can be particularly useful for jobs with a high stress factor such as law enforcement, the medical field or firefighting because these tests can help determine a potential employee's abilities to work under stress. Such screening can help a company hire more suitable employees and save on the cost of high employee turnover.

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## [How to Build a Technical Skills Test for Prospective Employees](/build-technical-skills-test-prospective-employees-36253.html)

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[Importance of Cognitive Skills in HR. Requisite or minimum qualifications for most jobs...](/importance-cognitive-skills-hr-10336.html)

## [Recruitment Agencies & the Interviewing Process](/recruitment-agencies-interviewing-process-41339.html)

[Recruitment Agencies & the Interviewing Process. As a small business owner, you probably...](/recruitment-agencies-interviewing-process-41339.html)

## Validity

No psychological test is ever completely valid or reliable. According to Dr. Wade Silverman, of the Florida Psychological Association, psychological tests are "as valid as standard medical tests" and are administered and interpreted by clinical and forensic psychologists. Even then, a proper psychological assessment requires a battery of tests given over time because one or two tests may be contradictory. With this in mind, the validity of tests administered in one sitting are suspect.

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## Legality

Psychological testing is legal in most states, provided the tests are administered by a professional organization or a psychologist. Some states have specific privacy acts that prevent a company from forcing employees to participate in psychological testing, so check your state law. Terminating an employee who refuses a psychological test in one of these states could result in a lawsuit based upon a breech of privacy law. On the other hand, some states, including California, require psychological exams, particularly in law enforcement and similar fields. Since the The Americans with Disabilities Act limits the use of tests by prospective employers, avoid using tests designed to reveal disabilities, particularly schizophrenia and manic depression. Such tests can lead to claims of discrimination based on medical issues.

* * *

## References

- [Zero Risk HR.com: Myths of Psychological Testing for Candidate Selection; Mike Poskey; 2011](https://www.zeroriskhr.com/learning-center/articles/mythsofpsychologicaltesting.aspx)
- ["Inc."; Psychological Testing: The Legal Position Christopher Caggiano; 200](https://www.inc.com/articles/1998/07/13750.html)
- [Wade Silverman: Psychological Tests are as Valid as Standard Medical Tests ; Wade Silverman; 2011](https://www.wadesilverman.com/psychology-resources/psychological-tests-are-as-valid-as-standard-medical-tests/)

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* * *

## Resources

- ["The N.Y. Times"; Psychological Tests at Work; Can You Study for Them; Annie Murphy Paul; 2007](http://shiftingcareers.blogs.nytimes.com/2007/11/06/psychological-tests-at-work-can-you-study/)

[Carl Hose](https://www.weekand.com/author/carl-hose/)

Contributor

## Carl Hose is the author of the anthology "Dead Horizon" and the the zombie novella "Dead Rising." His work has appeared in "Cold Storage," "Butcher Knives and Body Counts," "Writer's Journal," and "Lighthouse Digest.". He is editor of the "Dark Light" anthology to benefit Ronald McDonald House Charities.

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