SUMMARY This article examines the use of psychometric personality tests in personnel selection within public administration, focusing on the need to balance test validity with the principles of transparency and publicity established in relevant jurisprudence. The study provides 16 recommendations, organized into seven key areas, to enhance selection processes. The ultimate goal is to strengthen public trust in the use of psychometric tests in personnel selection by ensuring they are psychometrically sound and applied fairly by qualified and experienced professionals. Paper available in English and Spanish at: https://doi.org/10.70478/pap.psicol.2025.46.01
