Disc Personality Test Industry Regulations & Compliance 5

Question 1

A vendor advertises its assessment as 'EEOC approved.' What is accurate?

Accepted Answer

The EEOC does not approve or certify specific tests

Answer

The EEOC does not endorse or certify tests; employers must ensure validity and lawful use.

Question 2

An employer uses a vendor's assessment that produces adverse impact. Who may be held legally responsible?

Accepted Answer

The employer using the assessment

Answer

Employers remain responsible for selection procedures they use, even if a vendor developed them.

Question 3

A company rejects every candidate with a low 'S' (Steadiness) score for a role where steadiness is not job-relevant. The main risk is:

Accepted Answer

Violating a non-job-related selection standard

Answer

Screening on a trait unrelated to the job lacks business necessity and invites legal challenge.

Question 4

Using DISC mainly for team-building and communication training, rather than hiring, typically:

Accepted Answer

Carries lower selection-related legal risk, though fairness and privacy still matter

Answer

Developmental use avoids selection-decision exposure, but confidentiality and non-discrimination still apply.

Question 5

A candidate declines to take a DISC assessment for personal reasons. A fair employer should:

Accepted Answer

Consider alternative job-related evaluation methods where feasible

Answer

Offering an alternative job-related evaluation supports fairness and consistency.

Disc Personality Test Practice Test