Which describes an appropriate use of a personality assessment during the hiring process?

[Reference: SHRM explains that personality assessments can be used to predict job performance and cultural fit, making them a valuable tool in the selection process (SHRM, Using Personality Assessments as Hiring Tools)., Evaluation Process:, Job Requirements: Assessments should be linked to the specific requirements and competencies needed for the job to ensure they are relevant and useful., Decision Support: They provide additional data points to support hiring decisions, complementing other selection methods like interviews and skills tests., Reference: SHRM highlights that when used appropriately, personality assessments can enhance the hiring process by providing deeper insights into candidate suitability (SHRM, Best Practices for Using Personality Assessments)., Legal and Ethical Considerations:, Non-Discriminatory: It is crucial to ensure that the use of personality assessments complies with legal standards and does not lead to discrimination., Validity and Reliability: The assessments must be validated for the specific roles and be reliable in measuring what they intend to measure., Reference: SHRM advises that organizations must ensure the assessments are valid, reliable, and used ethically to avoid legal issues (SHRM, Legal Considerations in Employment Testing)., References:, SHRM. (n.d.). Using Personality Assessments as Hiring Tools. Society for Human Resource Management., SHRM. (n.d.). Best Practices for Using Personality Assessments. Society for Human Resource Management., SHRM. (n.d.). Legal Considerations in Employment Testing. Society for Human Resource Management., ]