Editing Personality test (section)

===Dangers===
There is an issue of privacy to be of concern forcing applicants to reveal private thoughts and feelings through his or her responses that seem to become a condition for employment. Another danger is the illegal discrimination of certain groups under the guise of a personality test.<ref name="Stabile">{{cite journal |last=Stabile|first=Susan J.|title=The Use of Personality Tests as a Hiring Tool: Is the Benefit Worth the Cost? |journal=University of Pennsylvania Journal of Business Law |volume=4 |issue=2 |year=2002 |pages=279–313 |url=https://www.law.upenn.edu/journals/jbl/articles/volume4/issue2/Stabile4U.Pa.J.Lab.&Emp.L.279(2002).pdf |url-status=dead |archive-url=https://web.archive.org/web/20100214233150/https://www.law.upenn.edu/journals/jbl/articles/volume4/issue2/Stabile4U.Pa.J.Lab.&Emp.L.279(2002).pdf |archive-date=2010-02-14}}</ref>

In addition to the risks of personality test results being used outside of an appropriate context, they can give inaccurate results when conducted incorrectly. In particular, [[ipsative]] personality tests are often misused in recruitment and selection, where they are mistakenly treated as if they were [[Norm-referenced test|normative]] measures.<ref>{{cite journal | last1 = Blinkhorn | first1 = S. | last2 = Johnson | first2 = C. | last3 = Wood | first3 = R. | year = 1988 | title = Spuriouser and spuriouser:The use of ipsative personality tests | journal = Journal of Occupational Psychology | volume = 61 | issue = 2| pages = 153–162 | doi = 10.1111/j.2044-8325.1988.tb00279.x }}</ref>