If so, is there an alternative way of protecting against this discrimination while still retaining these assessments?Some argue that companies run the risk of bias when conducting personality tests for hiring, particularly with regard to diversity of perspective. One argument is that certain personality traits are not relevant to job performance. But if hiring managers believe that they are relevant, these firms might miss out on individuals who do not fit a particular personality type but whose skills, motivations, and other attributes bring a lot of value to the firm