Extract: INTRODUCTION: Personality testing for employee selection has had a chequered history. Over the years, considerable research attempting to validate personality instruments for selection has been conducted. An early review by Guion and Cottier (1965) pointed out that predictive validities from personality questionnaires appeared to be weak and inconsistent. Academics took this message to heart and began to discourage the use of personality instruments for hiring purposes. Consequently, research on personality and job performance virtually went into hibernation for 20 years. Human resource practitioners, however, continued to believe that personality was an important predictor (Dunn, Mount, Barrick & Ones, 1995).
|Title of host publication||Work and organisational psychology|
|Subtitle of host publication||Assessment and selection|
|Editors||G. J. Boyle, J. G. O'Gorman, C. J. Fogarty|
|Place of Publication||London|
|Publisher||SAGE Publications Ltd|
|Number of pages||17|
|Publication status||Published - 2016|
Fisher, C., & Boyle, G. (2016). Personality and employee selection: Credibility regained. In G. J. Boyle, J. G. O'Gorman, & C. J. Fogarty (Eds.), Work and organisational psychology: Assessment and selection (Vol. 2, pp. 217-233). London: SAGE Publications Ltd.