Personality tests can be used by employers to ask questions that would be considered inappropriate or illegal during a traditional job interview. For example, some personality tests may ask questions about a candidate's mental health or stability, which could be considered discriminatory under the Americans with Disabilities Act (ADA). Additionally, some tests may ask questions about a candidate's personal life, such as their sexual orientation or religion, which could be considered inappropriate or illegal.
However, it's important to note that personality tests are not inherently discriminatory or inappropriate. When used correctly, personality tests can be a valuable tool for employers to assess a candidate's fit for a particular role or company culture. For example, a personality test that measures traits such as conscientiousness or emotional stability could be used to identify candidates who are likely to be successful in a particular role. It's also worth noting that many personality tests have been validated and are widely accepted as reliable indicators of job performance.