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Use of Personality Measures

In: Business and Management

Submitted By arpitkasture
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Human Resource Management Review 16 (2006) 155 – 180 www.socscinet.com/bam/humres

The use of personality measures in personnel selection: What does current research support?☆
Mitchell G. Rothstein a,⁎, Richard D. Goffin b a Richard Ivey School of Business, University of Western Ontario, London, Ontario, Canada, N6A 3K7 b Department of Psychology, University of Western Ontario, Canada

Abstract With an eye toward research and practice, this article reviews and evaluates main trends that have contributed to the increasing use of personality assessment in personnel selection. Research on the ability of personality to predict job performance is covered, including the Five Factor Model of personality versus narrow personality measures, meta-analyses of personality–criterion relationships, moderator effects, mediator effects, and incremental validity of personality over other selection testing methods. Personality and team performance is also covered. Main trends in contemporary research on the extent to which applicant “faking” of personality tests poses a serious threat are explicated, as are promising approaches for contending with applicant faking such as the “faking warning” and the forced-choice method of personality assessment. Finally, internet-based assessment of personality and computer adaptive personality testing are synopsized. © 2006 Elsevier Inc. All rights reserved.
Keywords: Personality assessment; Personnel selection; Five factor model; Personality and job performance prediction

Personality measures are increasingly being used by managers and human resource professionals to evaluate the suitability of job applicants for positions across many levels in an organization. The growth of this personnel selection practice undoubtedly stems from a series of meta-analytic research studies in the early 1990s in which personality measures were…...

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