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Using Personality Questionnaires for Selection
We begin by setting the scene of personality test use in selection before defining personality, considering why it should be of value in selection, and briefly considering how we arrived at the current state of knowledge in personality research generally. We then examine the predictive validity evidence for personality in selection, considering personality as a single predictor of job performance and as a part of a broader selection programme. We then explore debates regarding what level of the personality hierarchy (broad factors vs. narrow traits) is most useful during selection, whether universal job performance exists or whether different jobs require different behaviours and thus nuanced personality assessment, and we consider the potential utility of ‘other-ratings’ of personality. We then move on from predictive validity and discuss how and when personality measures might be used within a selection programme, and finally, we suggest areas of research that offer great promise for improving our understanding, and subsequently, evidence-based practice within selection.