One of today’s hottest topics in HR is the role and value of personality testing. Is it science, art, or just plain voodoo? This HireDesk interview calls on one of the world’s most respected researchers in workplace personality assessment, Dr. Robert Hogan, and one of the country’s most experienced labor and employment lawyers, Jeffrey Ross, Esq. Learn why these experts believe the detractors of workplace personality testing have missed the mark, and why they believe personality testing can add signifi cantly in identifying the best candidate. t’s also important to mention, though, that we’ve seen very little legal challenge to personality tests. The reason is that they tend not to affect different ethnic, gender, age, or other groups protected by various civil rights and EEO statutes differentially. In fact, many employers now use personality tests to actually help mitigate legal risk for this very reason. Q: Dr. Hogan, give us a short history. How did we get started using personality tests in making employment decisions? A: Of course, philosophers have tried to describe the nature of personality for thousands of years. A good deal of the formative work in workplace personality testing, though, comes from research conducted in the military services, during both the fi rst and second world wars

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