A field study of job applicants' reactions to personality an

Eighty job applicants were screened through 1 of 3 job-selection conditions depending on the job for which they were applying: 1. interviews only, 2. interviews plus a personality inventory (the NEO Personality Inventory) , or 3. interviews, personality inventory, and cognitive ability testing. Appl...

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Bibliographic Details
Published in:Journal of applied psychology 1994-12, Vol.79 (6), p.987
Main Authors: Rosse, Joseph G, Miller, Janice L, Stecher, Mary D
Format: Article
Language:English
Subjects:
Ability tests
Cognition & reasoning
Employee attitude
Field study
Interviews
Personality
Preemployment screening
Property management
Psychological aspects
Test methods
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Summary:Eighty job applicants were screened through 1 of 3 job-selection conditions depending on the job for which they were applying: 1. interviews only, 2. interviews plus a personality inventory (the NEO Personality Inventory) , or 3. interviews, personality inventory, and cognitive ability testing. Applicants' reactions were generally favorable in all conditions but were significantly less positive in the interview plus personality test condition. The condition of a battery of both personality and ability tests (in addition to the interview) was perceived as positively as the no-test control condition. These results suggest that personality inventories can be included in employee-selection procedures without creating adverse reactions among job applicants as long as they are in conjunction with ability tests.
ISSN:0021-9010
1939-1854