What’s wrong with the Big Five Personality Factors? Extraversion, Openness, Agreeableness, Conscientiousness, and Neuroticism – for years these broad measures have been used in hiring selection. But are they too broad? It’s possible that more specific measures that directly relate to position requirements could be better indicators of job success.
Studies have told us that conscientiousness and job performance are related with conscientious employees preforming better. But is that true is all cases? Does a conscientious CEO offer as much, in terms of increase performance, as a conscientious check-out clerk? What Shaffer and Postlethwaite found may surprise you.
In this recent study, Honkaniemi et al. (2013) set out of explore whether a job applicant’s personality type is associated with his/her reactions – including perceptions of fairness and face validity – to the selection process. Results question whether personality types should be included in models and analyses investigating applicant reactions.
Publication: Proceedings of Association for Computing Machinery Conference on Computer Supported Cooperative Work (2012) Article: The personality of popular Facebook users Authors: Daniele Quercia, Renaud Lambiotte, David Stillwell, Michal Kosinski, & Jon Crowcroft Reviewed By: Scott Charles Sitrin Imagine that you’re trying to fill a sales position and are looking
Topic: Assessment, Personality Assessment, Selection Publication: International Journal of Selection and Assessment (JUN 2012) Article: Don’t you know me well enough yet? Comparing reactions of internal and external candidates to employment testing Authors: G. W. Giumetti and E. F. Sinar Reviewed By: Megan Leasher Employment testing is gaining in popularity
Topic: Selection, Evidence Based Management, Personality Assessment Publication: Journal of Managerial Psychology (2009) Article: Future Employment Selection Methods: Evaluating Social Networking Web Sites Authors: Donald H. Kluemper & Peter A. Rosen Reviewed By: Thaddeus Rada As social networking web sites (SNWs) such as Facebook and LinkedIn become ever more popular,
Topic: Personality Assessment, Selection Publication: Journal of Applied Social Psychology (in press) Article: Social networking websites, personality ratings, and the organizational context: More than meets the eye? Authors: Kluemper, D. H., Rosen, P. A., & Mossholder, K. W. Reviewed by: Alexandra Rechlin As Facebook becomes increasingly more popular, employers are
Topic: Personality Assessment
Publication: International Journal of Selection and Assessment (MAR 2010)
Article: The magnitude and extent of cheating and response distortion effects on unproctored internet-based tests of cognitive ability and personality
Authors: W. Arthur, R.M. Glaze, A.J. Villado, and J.E. Taylor
Reviewed By: Benjamin Granger
Topic: Faking, Personality Assessment Publication: Human PerformanceArticle: Individual differences in the ability to fake on personality measures. Author: P.H. Raymark, T.L. Tafero Featured by: Benjamin Granger One common criticism of personality testing is its susceptibility to faking. Faking (i.e., response distortion) occurs when job applicants intentionally misrepresent themselves (e.g., respond in ways that present themselves as more attractive
Topic: Assessment, Personality Assessment Publication: International Journal of Selection and Assessment Article: Comparing personality test formats and warnings: Effects on criterion-related validity and test-taker reactions Authors: P.D. Converse Reviewed by: Benjamin Granger Although personality testing in employee selection settings is a common practice, it hasn’t gone without critique. The reason for this is