A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.
can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization
can reveal more information about applicant's abilities and interests
can identify interpersonal traits that may be needed for certain jobs
difficult to measure personality traits that may not be well defined
applicant's training and experience may have greater impact on job performance than applicant's personality
responses by applicant may may be altered by applicant's desire to respond in a way they feel would result in their selection
lack of diversity if all selected applicants have same personality traits
cost may be prohibitive for both the test and interpretation of results
lack of evidence to support validity of use of personality tests
Types of Personality Tests
Personal Attribute Inventory. An interpersonal assessment instrument which consists of 50 positive and 50 negative adjectives from Gough's Adjective Check List. The subject is to select 30 which are most descriptive of the taregt group or person in question. This instrument was specifically designed to tap affective reactions and may be used in either assessing attitudes toward others or as a self-concept scale.
Personality Adjective Checklist A comprehensive, objective measure of eight personality styles (which are closely aligned with DSM-III-R Axis II constructs). These eight personality styles are: introversive, inhibited, cooperative, sociable, confident, forceful, respectful, and sensitive. This instrument is designed for use with nonpsychiatric patients and normal adults who read minimally at the eighth grade level. Test reports are computer-generated and are intended for use by qualified professionals only. Interpretive statements are based on empirical data and theoretical inference. They are considered probabilistic in nature and cannot be considered definitive. (2K )
Cross-Cultural Adaptability Inventory Self-scoring six-point rating scale is a training instrument designed to provide feedback to individuals about their potential for cross-cultural effectiveness. It is most effective when used as part of a training program. It can also be used as a team-building tool for culturally diverse work groups and as a counseling tool for people in the process of cross-cultural adjustment. The inventory contains 50 items, distributed among 4 subscales: emotional resilience, flexibility/openness, perceptual acuity, personal autonomy. Materials:
California Psychological Inventory Multipurpose questionnaire designed to assess normal personality characteristics important in everyday life that individuals make use of to understand, classify, and predict their own behaviors and that of others. In this revision, two new scales, empathy and independence, have been added; semantic changes were made in 29 items; and 18 items were eliminated. The inventory is applicable for use in a variety of settings, including business and industry, schools and colleges, clinics and counseling agencies, and for cross cultural and other research. May be used to advise employees/applicants about their vocational plans.