Hi and I'm Tony Adaj.

My name is Joel Mark Witt.

And I'm Antonia Dodge.

And today we're going to talk about typology and using personality typology and other types of systems in business and

possibly in hiring as well even though you know there's some controversy around

using typology and hiring but we'll kind of talk about that today too.

Yeah, I think really what we want to talk about in this particular podcast is where and

when is it appropriate to use personality, psychology, instruments in business and yeah when when is it totally

inappropriate and so just a quick kind of for the lawyers of the crowd. A caveat is we don't know the specific laws of wherever you are, whatever country, city, county, state, province you live in.

So make sure you check with your local laws as far as HR rules and hiring rules and all the different

Laws and legislation that might impact how you can use personality tests and personality psychology and hiring.

So now we got the lawyer thing out of the way.

We can just kind of talk freely.

Well, yeah, exactly.

I mean, it could be, it could be,

I mean, I have no idea what the HR rules the human resources rules in your

particular country are because we do have an international audience so it's good to

reference that however in the United, it's actually not necessarily illegal to use personality tests or any sort of aptitude test in the hiring process.

It could get into discriminatory areas, though,

how you apply it.

And so when you're choosing whether or not

to use an aptitude or personality instrument in the hiring practice, it's really important to remember that it's not even so much that you've given the potential employee an assessment. It's how you choose to apply the answers to that and

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