Personality and employee selection: Credibility regained

Cynthia Fisher, Gregory Boyle

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Abstract

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).
Original languageEnglish
Title of host publicationWork and organisational psychology
Subtitle of host publicationAssessment and selection
EditorsG. J. Boyle, J. G. O'Gorman, C. J. Fogarty
Place of PublicationLondon
PublisherSAGE Publications Ltd
Pages217-233
Number of pages17
Volume2
ISBN (Print)9781473916715
Publication statusPublished - 2016

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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.