Details

Autor(en) / Beteiligte

• Hughes, David J
• Batey, Mark
• Goldstein, Harold W
• Pulakos, Elaine D
• Semedo, Carla
• Passmore, Jonathan

Titel

Using Personality Questionnaires for Selection

Ist Teil von

• The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 2017, p.151-181

Ort / Verlag

Chichester, UK: John Wiley & Sons, Ltd

Erscheinungsjahr

2017

Quelle

Wiley Online Library All Obooks

Beschreibungen/Notizen

• This chapter reviews the evidence for the utility of personality trait assessments within employee selection. It also considers that the latest evidence suggests that the use of narrow facets based on theoretical and empirical reasoning offers superior predictive validity to broad factors and currently represent the most effective method of utilizing self‐ratings of personality within selection. It explores debates regarding what level of the personality hierarchy is more useful during selection, whether universal job performance exists or whether different jobs require different behaviours and thus nuanced personality assessment. It further focuses on considerations when choosing selection methods, administering selection methods and how to use personality data after the initial selection decision is made. The final predictive validity discussion concerns the persistent problem of response distortions. Finally, the chapter focuses on from predictive validity and discusses how and when personality measures might be used within a selection programme.