Legal and validation considerations for psychometric tests in screening tools?
I'm run a hiring automation platform and weighing whether to include psychometric assessments as an optional module. Before going further, I wanted to get perspective from people who've dealt with this. A few things I'm trying to understand: What are the legal and compliance considerations for including psychometric tests in a screening workflow? Does this vary a lot by region (US vs EU vs UK)? If questions are generated rather than drawn from a validated inventory, do they still need sign-off from a certified occupational psychologist to be defensible, or is that only required for certain test categories (cognitive, personality, etc.)? For recruiters and TA folks: do you actually value psychometric results from general screening platforms, or do you prefer dedicated providers like SHL, Hogan, or Criteria? Trying to figure out whether this is a responsible feature to build in-house or whether it should stay with specialist providers. Any experience, cautionary tales, or reading recommendations appreciated.