Hi Colin -- Your concerns are not misplaced, as you correctly identified the issues related to using personality assessments and any other type of test in the employment process. The risk of any type of "test" is the potential for adverse impact in the results. If there is adverse impact against any particular group, OFCCP could request a validation study to show the relationship between performance on the test/assessment and performance in each position for which the test/assessment is a required step. Even if your complete (and expensive) validation study shows high correlation, OFCCP may still reject the results, leading to a prolonged audit. In short, your risk is lower if there is no adverse impact in the results. But the adverse impact calculations need to be conducted on an ongoing basis.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.