Sometimes a company will use a personality inventory (a “test”) as part of their hiring process. Is this a valid way to identify which applicants will be good employees?
A. No, because personality is too hard to measure with a test.
B. No, because personality doesn’t predict behavior.
C. Yes, because certain personality types are likely to do better at certain jobs.
D. Yes, because personality tests give reveal drives the employee probably wouldn’t want the company to know about.
C. Yes, because certain personality types are likely to do better at certain jobs.
There is substantial evidence for high reliability of many types of non-projective personality tests (particularly Big 5-oriented tests), and evidence linking personality to behavior. Further, several meta-analyses show the predictive validity of personality across a wide range of jobs (e.g., extraversion is positively correlated with sales performance). There is not, however, evidence of non-clinical personality assessments “uncovering hidden drives” – in fact, validity scales exist to ensure that test-takers don’t hide things that they know about, not to reveal things that were hidden from the test-taker.
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