pilotss

Passing a Hogan test at one company will not ensure you pass at another even if it is the same test.

Every company inputs into the computer what personality ranges they are seeking. So, what is good for one may not be good for another.

KC10 FATboy

For what its worth, I welcome the personality tests -- although I don't like them because it could mean you not getting a job.

To answer your question, what do you think would happen if a study was released to show that certain cultural groups or races had different personalities or qualities? Therefore, an assessment test could in theory discriminate certain groups of people. Just an idea I had ... but check this out. I found this by googling ADA and personality assessments.

The ADA and Personality Testing by Employers
Karracker v. Rent-A-Center
Many employers use personality testing in assessing job applicants. However, a recent precedent-setting case held that the use of a personality test for potential employees is prohibited by the ADA. Karraker v. Rent-A-Center, 411 F.3d 831 (7th Cir. 2005). In Karraker, the 7th Circuit Court of Appeals (which covers Illinois, Indiana and Wisconsin) held that the use of the Minnesota Multiphasic Personality Inventory (MMPI) violates the ADA as it is a “medical examination” that has the effect of screening out individuals with mental illness.
Under the ADA, employers may not require “medical examinations” of job applicants prior to extending a job offer. Medical examinations that are given to people who have received job offers or who are current employees must be “job-related and consistent with business necessity.” When given to job applicants, medical examinations must be given to all potential employees for that position. For medical examinations of sitting employees, there must be a reasonable basis for the examination. As with any employment-related activity, reasonable accommodations and modifications must be provided for medical examinations.
While this decision involved the use of the MMPI personality test at the job application stage, the court’s decision calls into question the use of all personality tests at any stage of the employment process. It is recommended that employers examine their current employment practices to ensure that these practices do not violate the ADA by using personality tests that tend to reveal and/or screen out certain disabilities.
What the Court Stated
· impermissible medical examination that violates the ADA when given prior to making a job offer.
· The MMPI is considered a medical examination even if it is not interpreted by a health care professional.
· The MMPI is a medical examination even if the employer attempts to use it as a personality test by utilizing a vocational, and not a medical, grading system.
· The MMPI has the effect of screening out individuals with mental illness.
· The use of personality tests in general may not be job related or consistent with business necessity.
Issues For Employers
· Are personality tests beneficial in evaluating potential employees?
· Do the benefits of personality testing outweigh the risks of litigation?
· Do personality tests violate the privacy and confidentiality rights of job applicants?
· Are there less risky or more effective methods available for evaluating potential employees?
· In addition to tending to screen out people with mental illness, do personality tests discriminate against individuals with cognitive, developmental, communicative, or other disabilities?

-Fatty

E1Out

Fatty - I think I'm going to really enjoy being in class with you. I got curious too, and looked up the ADA website. I couldn't remember the Hogan & MMPI questions specifically enough to make my case for why I suspect it's probably skirting the legal system - but I'm glad you found something on it.

full reverse - The MMPI most certainly does ask you questions regarding your sexual preferences and lifestyle. In fact, I've heard of circumstances in which the psychologist does as well.

I will concede that Delta and United both probably have extensive legal departments that have looked into this. I highly doubt they would leave themselves open to a lawsuit. I also doubt they would discriminate based on sexual orientation, race, etc. But in theory, it's an interesting topic.

I agree with Fatty - if so many pilots are being systematically rejected based on a 250 question personality test that only allows for "True/False" they really are eliminating a lot of good potential candidates. Personality tests like that are pretty archaic and have been found to be relatively crude and inaccurate. Oh, well. Whatever. See you in a month, Fatty.

trunk junk

That would be totaly cool if someone sues them. I just want to see United get sued. For no other reason then I hate them (United). Well, the mgmt that is.

birdeater

Called and they had sent me the wrong email which was a repeat of the initial assessment email. Set up my phone interview. THANKS jetflyger!

be

jetflyger

Glad it worked out!

ERJcaptain

I had the phone interview last week. It went well and got an email with 30 minutes to complete the second Hogan test and a personality assessment. 4 days later had an email for an interview. Is the interview still in Denver? Is it a one day thing? I haven't seen too much gouge on the UAL interview. Also, anyone know if hired how far out classes are running from the interview?

ERJCA

Sonny Crockett

Hey jetflyer are you ex-ACA/Indy?

jetflyger

Yes Sonny.

How about you?

Sonny Crockett

Jetflyer,

Let me guess Agnar?

Evil laugh..Muhhhha ha hah a hah ha ha ha haaaa