The Effect Of Personality Tests On Employment Selection

Article Summary Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, Morris, 2009). Wille, De Fruyt, and De Clercq (2013) used the NEO PI-R to identify aberrant personality, such as antisocial, narcissistic, borderline personalit y disorder, schizotypal (social isolation), avoidant, and obsessive-compulsive behaviors that affect career outcomes. The study followed 247 Flemish students from 1994- 2009 using the Dutch authorized version of the NEO PI-R. The study found that borderline, schizotypal, and avoidant behaviors negatively impact extrinsic and intrinsic career goals; obsessive-compulsive traits were unrelated to career outcomes, and antisocial and narcissistic traits lead to higher financial attainment andShow MoreRelatedPersonality Theories And Internet Testing1061 Words   |  5 PagesPersonality Theories Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person s ability to perform the work just by giving them a personality assessment? 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