Optimizing Hiring with Personality Assessments: Balancing Predictive Validity and Integrity

Abstract

Personality measures can be an effective way of decreasing the length of the application screening and hiring process, especially if there are hundreds of applicants (Griffith, 2021). In combination with cognitive function tests, personality measures can increase predictive validity that an applicant has the ability, aptitude, ethics, and conscientiousness (Thomas & Scroggins, 2006). While this methodology is undoubtedly something that would be desirable for employers, there are caveats to using such measures. Unfortunately, faking and cheating occur, especially on Web-based measures, and employers should make every effort to decrease the chances for such dishonesty (Schmitt, 2014). Despite potential faking on personality measures, an argument can be made for their usefulness and validity. Taking the time to screen applicants using personality measures can provide information regarding whether applicants will “fit” the organization. However, it has been suggested that the tests should be administered and scored by trained professionals, such as someone with a background in Organizational/Industrial Psychology (Calvasina & Calvasina, 2016). Employers should be cautioned that these measures can be helpful to determine fit but not necessarily whether or not the individual will be ultimately successful in the position (Calvasina & Calvasina, 2016). References Calvasina, G. & Calvasina, R.V.. (2016). Using personality testing as part of the employee selection process: Legal and policy issues for employers. Journal of Legal, Ethical and Regulatory Issues, 19(2). 112-120, Retrieved from: https://www.researchgate.net/publication/312225662_Using_personality_testing_as_part_of_the_employee_selection_process_Legal_and_policy_issues_for_employers Griffith, R. (2021, May 17). Choosing the right employee: Personality measures and personnel selection. (Video file). Florida Institute of Technology. Retrieved from: https://floridatech.instructure.com/courses/5388/pages/3-dot-1-choosing-the-right-employee-personality-measures-and-personnel-selection?module_item_id=243495 Schmitt, N. (2014). Personality and cognitive ability as predictors of effective performance at work. Annual Review of Organizational Psychology and Organizational Behavior, 1, 45-65. Retrieved from: https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-[phone]55?journalCode=orgpsych Thomas, S.L. & Scroggins, W.A. (2006). Psychological testing in personnel selection: Contemporary issues in cognitive ability and personality testing. The Journal of Business...