On the Use of Personality Measures in Personnel Selection
P. Gregory Irving
Although the use of personality as a predictor in personnel selection has not met with substantial success in the past, recent evidence has suggested that personality measures are related to performance criteria which are unrelated to cognitive ability when the traits measured are conceptually related to these criteria. It seems that personality may predict job performance dimensions which cannot be predicted by cognitive ability measures. The use of personality measures in personnel selection may be warranted when a careful job analysis is undertaken to determine which performance dimensions may be related to personality traits.