Occupational test users must be aware of the implications of employment law for psychometric test use.

Test users have an ethical responsibility for the welfare of each test taker. Psychometric tests assess aspects of an individual's self-concept and this needs to be treated with sensitivity because it is inextricably linked with self-belief and self confidence.

Test users have a responsibility to other test users and to the testing organisation. When people feel they have been treated fairly, they will leave the test session with a good impression of testing generally and, more specifically, a good impression of the testing organisation.

Fair testing has an important technical impact. If performance on the test is influenced by anything other than the attribute being measured then clearly this will reduce the accuracy of the results and the relevance of the results to the assessment issue. For example, if you use a test to measure verbal reasoning where the vocabulary requirements exceed the individual's knowledge of vocabulary, then the score will reflect lack of attainment rather than level of verbal reasoning ability. Even if the test has been chosen correctly, poor administration can cause test-takers to feel negatively about what they are being asked to do which will decrease the likelihood of them giving of their best or, in the case of personality tests, make them less inclined to respond honestly and openly.