Styles Assessments and Hiring

A question came to me recently about "styles" assessment use for making hiring decsions. I turned to my friend Dr. Wendell Williams for the answer.

To be legally defensible, ANY hiring test has to:
1) be based on a professional job analysis
2) be required by both job and business necessity
3) be backed with a professional study showing scores accurately predict job performance…

In my experience, style tests cannot do this …Neither can separating people into groups and looking for dominant group styles (the problem is that successful and unsuccessful people often have the same styles)

Bottom Line…style tests are OK for communication workshops, but rarely, if ever, can they accurately predict job performance.