Title: Using Personality Questionnaires for Selection
Abstract: This chapter reviews the evidence for the utility of personality trait assessments within employee selection. It also considers that the latest evidence suggests that the use of narrow facets based on theoretical and empirical reasoning offers superior predictive validity to broad factors and currently represent the most effective method of utilizing self-ratings of personality within selection. It explores debates regarding what level of the personality hierarchy is more useful during selection, whether universal job performance exists or whether different jobs require different behaviours and thus nuanced personality assessment. It further focuses on considerations when choosing selection methods, administering selection methods and how to use personality data after the initial selection decision is made. The final predictive validity discussion concerns the persistent problem of response distortions. Finally, the chapter focuses on from predictive validity and discusses how and when personality measures might be used within a selection programme.
Publication Year: 2017
Publication Date: 2017-05-06
Language: en
Type: other
Indexed In: ['crossref']
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Cited By Count: 17
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