Are Personality Tests Failing Neurodivergent Candidates? Rethinking ‘Cultural Fit’ in Recruitment

This blog post is written by Catherine Hare of Forbes Solicitors

Personality tests are used by many companies to ensure a “cultural fit” for those who are successful in the recruitment process. The outcome of the test will need to be analysed carefully though, as the questions posed as part of the test may not have provided a neurodivergent applicant with the opportunity to either answer the question or respond in a way that showcases their talents. This may be due to the way in which the question is posed, or the time pressure applied as part of this test.

As part of any recruitment process, organisations should ensure that they make any reasonable adjustments for disabled candidates. Such adjustments can only be made however, when the company are made aware of the need to make these adjustments. Personality tests may mean that those who are neurodivergent will need to ask for adjustments to be made, for example they may need more time to complete the test. Candidates may not feel comfortable making this request however, and if a prospective employer doesn’t offer a role based on this disclosure, then the candidate would be protected legally. This is due to the fact that the protections contained in the Equality Act extend to the recruitment process.

However, it would be preferable for organisations to think about an inclusive interview process where candidates may not need to request adjustments. Personality tests are unlikely to be inclusive, whereas recruitment practices such as practical tests or assignments to be completed prior to an interview may be preferable. These were some of the suggestions contained in the Governments Buckland Review of Autism Employment. It would also be preferable for companies to explicitly state in an advert for a job role that they have designed the interview process to be inclusive, or even specifying that applicants from neurodivergent candidates are welcome – in order to reassure and encourage applications from these candidates.

Personality tests should technically ensure that there isn’t any unconscious bias as there will be less opportunity for the decision makers to hire based on their own values and beliefs. How the results of the test will be interpreted however may be the result of unconscious bias, so it is therefore always important for there to be more than one decision maker as part of any recruitment process to ensure unconscious bias is avoided.