Post #2: part of my draft

Personality tests were not designed to be used exclusively to answer a question “to hire or not to hire”. Reference checks, experience, education, and technical skills suppose to have influence on the final decision. Personality tests are just neutral, objective, assessments that identify your personal qualities or points of view on some (not all the time even work-related) questions. There is not such a thing as “pass” or “fail’ personality test. But in reality is it true? Barbara Ehrenreich in her book “Nickel and Dimed” gives an example of a “little survey” - personality test which she took in Wal-Mart, where she was assure that “there are no right or wrong answers…just whatever I think” and after computer gave her score she’d been told she “gotten three answers wrong – well, not exactly wrong but in need of further discussion”. So, do the employers really follow the rule do not make decision to hire or not based just on personality test?