HR – Personality Test
- Most complex and rapidly changing topic in the selection field
- Data can provide valid information for selection decisions
-> Use of personality tests is rapidly increasing
- 2005: 30% of American companies used personality tests
40% of the Fortune 100 used them
- Recent study in 20 countries:
Countries like New Zealand, South Africa, Spain, Sweden uses personality tests more frequently than the US
Definition and Use of Personality Tests
Personality refers to the unique set of characteristics that define an individual and determine that person’s pattern of interaction with the environment.
Personality is more than social skills -> it presents a broad topic.
Personality characteristics are essential for the job performance.
Pros for use of Personality Tests
- Personality characters can be grouped into five broad dimensions
-> The big five: conscientiousness, emotional stability, agreeableness, extraversion, and openness to experience
- Manager believe personality traits matter at work
- Traits can be relevant predictors of work performance
- Personality traits contribute incremental validity to the prediction of success at work
- Scores are quite comparable across racial or ethnic groups or between man and women
Cons for use of Personality tests
- Predictive validities of personality traits are still quite low
- Theoretical understanding of why specific personality traits are useful in specific jobs are still inadequate
Personality traits
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