Personality Measurement and Employment Decisions: Questions and Answers

The invisible college of psychologists who do research with measures of normal personality now largely agrees about the structure of personality; this group also agrees that competently developed personality measures are valid predictors of real world performance. Outside that college, however, ther...

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Bibliographic Details
Published in:The American psychologist 1996-05, Vol.51 (5), p.469-477
Main Authors: Hogan, Robert, Hogan, Joyce, Roberts, Brent W
Format: Article
Language:English
Subjects:
Employment decision
Employment Practices
Factors
Human
Job Applicant Screening
Job Applicants
Job Performance
Measurement
Minority Groups
Occupational Success Prediction
Organizational Effectiveness
Personality
Personality Measures
Personality tests
Personality Traits
Personnel Evaluation
Personnel Selection
Predictor Variables
Psychology
Selection
Social Equity
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Summary:The invisible college of psychologists who do research with measures of normal personality now largely agrees about the structure of personality; this group also agrees that competently developed personality measures are valid predictors of real world performance. Outside that college, however, there is still considerable skepticism regarding the meaning and validity of these measures. This article attempts to summarize the data needed to answer the most frequent questions about the use of personality measures in applied contexts. Our major conclusions are that (a) well-constructed measures of normal personality are valid predictors of performance in virtually all occupations, (b) they do not result in adverse impact for job applicants from minority groups, and (c) using well-developed personality measures for preemployment screening is a way to promote social justice and increase organizational productivity.
ISSN:0003-066X
1935-990X
DOI:10.1037/0003-066X.51.5.469