The use of personality assessments in recruitment can have an impact on neural diversity, which refers to the diversity of ways in which different people think, process information, and solve problems.

On the one hand, using personality assessments as part of the recruitment process may help to identify candidates who bring a diverse range of thinking styles and approaches to problem-solving, which can be beneficial for organizations that value diversity and innovation.

On the other hand, relying too heavily on personality assessments in the recruitment process may result in the exclusion of candidates who do not fit certain preconceived notions of what a “good fit” for the organization looks like. This could potentially lead to a lack of neural diversity within the organisation.

It’s important for organisations to be aware of this potential impact and to consider a range of factors when evaluating candidates, rather than relying solely on personality assessments. This can help to ensure that the organization is able to benefit from the insights and approaches of a diverse range of individuals.