Disparate Impact Analysis of the Critical Hire-Personality Assessment

Pre-employment personality testing has become widely used across a variety of work settings. A relatively new area where pre-employment is being implemented in the field community-based corrections (CBCs). One instrument CBCs for this purpose Critical Hire-Personality Assessment (CH-PA). Federal laws and hiring guidelines have been enacted that impact use assessments such as CH-PA. The Age Discrimination Employment Act Title VII Civil Rights 1964, example, prohibit employment discrimination based on gender, age, racial/ethnic status. present study examines if CH-PA complies with federal regarding employee selections by examining degree to which scale subscale scores differ CBC officer Results revealed scales subscales do not manner would significantly contribute disparate or adverse applicant Implications these findings agencies are discussed.