Personality Assessments

614 Words3 Pages
Gatewood, Field, and Barrick (2011) assert that personality data can provide valid information for guiding selection decisions, as long as it is collected appropriately. Additionally, personality characteristics influence performance at work, specifically conscientiousness and emotional stability. These traits can greatly influence employee performance in various areas due to their connections to employee capability for hard work, persistence, and ability to manage stress. Managers also care greatly about the personality traits of potential applicants, sometimes even more than is warranted. While the predictive validity of personality traits has shown to be modest for job performance, it does exist. Furthermore, the authors assert that personality…show more content…
Despite the numerous benefits, the small to moderate validities are off-putting to many. Additionally, there are many inherent difficulties through the process of personality assessment, essentially attempting to quantify intangible constructs through inferred data. Also, the possibility for faking on personality assessments is disconcerting for selection professionals. However, the text does also caution against the dangers of choosing the wrong type of test. If a test is chosen that is intended for orientation toward an abnormal population then it could be interpreted as a medical examination and should be avoided. Additionally, projective tests are considerably weaker and more difficult than other measures. These extra considerations require that a bit more thought be put into the process of personality assessment. Finally, a difficulty in personality assessment is the underlying assumption that individuals will behave approximately consistently throughout various situations. However, this is unfortunately not accurate and should be considered before relying solely on personality measures as predictors in various and dynamic situational…show more content…
It contributes to whether a test will be taken seriously and considered fair by applicants. Methods for improving face validity in personality assessments may include efforts to explain the purpose of the test to applicants, explaining the link between applicant success and honestly attempting the assessment, and potentially most critically using tests which have been shown in the research literature to contain face validity. If a test is used which seems to measure personality accurately, it will significantly increase face validity for the
Get Access