The truth about personality tests and neurodivergent candidates

As neurodiversity awareness grows, so does a pressing question in recruitment:

Are personality tests fair for neurodivergent candidates?

At Test Partnership, we believe that fairness in psychometric testing is non-negotiable. And while concerns are valid, it’s critical to separate myth from methodology.

With the right approach, personality tests can be both fair and inclusive—even for neurodivergent applicants.

Neurodivergent candidates—such as those with autism, ADHD, dyslexia, or other cognitive differences—may think, communicate, or behave differently from neurotypical individuals. That leads to concerns such as:

• Will my differences be seen as deficits?
• Will I be “screened out” by a rigid or misapplied personality test?
• Is the assessment designed with me in mind?

These are reasonable questions. Poorly designed tests or misused data can exacerbate bias. But well-validated, theory-based tools do the opposite: they can help surface individual strengths that might otherwise be overlooked.

Modern personality assessments—like those based on the Five Factor Model—measure broad behavioural tendencies, not fixed abilities or pathology. These tests are:

• Descriptive, not prescriptive – They don’t judge traits as good or bad, just more or less typical.
• Norm-referenced – Responses are compared to a relevant group to ensure context.
• Flexible in interpretation – High or low scores aren't inherently positive or negative; it depends on the role.

With the right context and application, personality tests can highlight unique perspectives and strengths in neurodivergent candidates that may not emerge in traditional interviews.

Bias typically enters not at the point of testing, but at the point of interpretation. A hiring manager might see an unusual score and jump to the wrong conclusion, especially if:

• The report lacks nuance.
• There's no training on how to read results fairly.
• Neurodivergent behaviour is pathologised or misunderstood.

That’s where the real risk lies—not in the test, but in the assessor.

At Test Partnership, we take active steps to ensure our assessments are fair for all candidates, including those who are neurodivergent.

• Accessible design - Clear language, intuitive interfaces, and no trick questions.
• Contextualised reporting – Scores are accompanied by explanation, not judgement.
• Bias monitoring – We regularly check our tools for Differential Item Functioning (DIF) across neurodiverse populations.
• Assessor training – We equip clients to use the data properly, without misinterpretation.

We believe psychometric tests should reveal potential, not restrict opportunity — and that includes embracing different ways of thinking and working.

Are personality tests fair for neurodivergent candidates? Yes—but only when used responsibly. The tool itself is just the beginning.

At Test Partnership, we’re proud to support that mission—designing assessments that are not only scientifically sound, but also built for a diverse workforce.