Local is not always better when it comes to using personality tests to hire or upskill workers in Asia, particularly China.

Personality tests are used mostly by those responsible for employee hiring decisions to predict the work performance and character of potential staff.

The use of these tests has steadily grown over the years with research evidence suggesting that they are more reliable than many other common forms of employee assessment.

Psychometric tests should have been validated by a test publisher prior to being published. However, the test user should also pay due diligence and ensure that the test cannot be accused of having unjustifiable adverse impact for one group of people over another.

There is a simple guideline known as the four/fifths (4/5) rule.

Here we seek to ascertain the percentage of one group that is selected or passes through to the next round of a selection process based on test scores, compared to another group.