The Impact of Personality Tests on Neurodivergent Job Applicants
Government guidance has highlighted the challenges faced by neurodivergent individuals when it comes to navigating the recruitment process, particularly due to the use of personality tests. Research conducted by academics has shown that autistic and neurodivergent individuals often perceive these tests as a negative and inappropriate experience, further complicating their job search.
Autism charities have expressed concerns over the widespread use of personality tests, emphasizing that these assessments not only hinder applicants but also result in companies overlooking highly talented individuals. Dr. Chris Papadopoulos, lead of the London Autism Group Charity, stated that the use of such tests can create significant barriers for autistic applicants and others who are neurodivergent, potentially deterring them from even applying for a job.
Jolanta Lasota, chief executive of Ambitious about Autism, echoed these sentiments, highlighting how psychometric tests can pose a major obstacle for autistic individuals seeking employment. She emphasized the need for change in order to ensure that highly qualified neurodivergent candidates are not unfairly excluded from opportunities.
Hilary Fertig, executive manager of Employment Autism, raised concerns about the discriminatory nature of online tests, particularly in terms of accessibility for neurodivergent individuals. She emphasized the importance of ensuring that the recruitment process is inclusive and does not inadvertently disadvantage certain applicants.
Several companies, including John Lewis and Metro Bank, have confirmed the use of psychometric testing in their recruitment processes. However, some organizations like Lush have opted not to use personality tests, recognizing the potential biases they may introduce. Employers like Morrisons are taking steps to introduce more inclusive assessment methods to support all applicants, including those who are neurodivergent.
Despite the availability of accommodations, many neurodivergent individuals, such as Anna, continue to face challenges in the job application process. Anna, a university student with autism, expressed frustration at the prevalence of psychometric testing and the limited support provided to neurodivergent applicants.
In response to these concerns, companies like Co-op and Pandora have emphasized their commitment to inclusive hiring practices. Co-op offers reasonable adjustments throughout the recruitment process to support candidates, while Pandora conducts inclusivity reviews to ensure a diverse workforce.
While the use of personality tests in recruitment may present challenges for neurodivergent individuals, there is a growing recognition of the need for more inclusive practices. By offering alternative assessments, accommodations, and ongoing feedback, employers can create a more equitable and accessible hiring process for all candidates.