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Challenges in Personality Assessment for Employment Selection

This article discusses problems and issues in using personality testing for employee selection in workplaces. It examines the appropriateness of linear selection models, self-selection effects, multidimensionality of personality, bias detection, and legal implications. The text critiques the limitations of current models and points out the challenges of relying solely on personality tests for hiring decisions.

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Challenges in Personality Assessment for Employment Selection

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  1. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices.Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20. Ivan Ehlers Elizabeth Moses Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  2. Purpose To assess the methods that employment facilities use to find and choose their employees based on personality, by looking at 5 major issues. This article is not a research study but merely discusses the issues and problems with personality assessment in employment selection Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  3. The 5 Major Issues • The appropriateness of linear selection models • The problem of personality-related self-selection effects • The multi-dimensionality of personality • The detection of bias associated with social desirability , impression management, and faking and the use of top-down selection models • The legal implications of personality assessment Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  4. 1. The appropriateness of linear selection models • Problematic when dealing with personality because many personality ideal relationships will be nonlinear. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  5. 2. The problem of personality-related self selection effects • 1. Individuals within a profession have similar personality characteristics, which, when tested and scored create a “restriction of range.” Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  6. 3) The multidimensionality of personality • It is important to look at personality as a whole, as opposed to looking at single characteristics to define a person’s skills • The big five factors of personality include; openness, conscientiousness, extroversion, agreeableness, neuroticism (OCEAN------ Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  7. 4) The detection of faking and the use of top down models • Top down models are the scores of all of the test takers from the highest score in a certain trait down to the lowest score. • Employment facilities choose the highest scoring individuals. • However, the highest scores are most likely affected by social desirability or impression management. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  8. 5) Legal implications of personality assessment in employment • Certain groups in the USA and laws prohibit the use of employment tests used for screening that may discriminate in terms of gender, race, or ethnicity. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  9. Critique 1. Non-Linear model depends on extreme, individual scores. 2. Multi-Dimensionality- test doesn’t show “complete person,” and that’s fine. 3. Social Desirability- assumes high scorers are liars and that employers hire based solely on personality tests. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

  10. Points • Easier for person to accept they do not have the temperament for a job and not pursue it, than it is to accept that they do not have the skill for it. • Idea that employers hire based on the top 5-10% of the top-down model, knowing that those scores are most likely inaccurate. Arthur, W. Jr., Woehr, D.J., & Graziano, W. (2001). Personality testing in employment Settings: Problems and issues in the application of typical selection practices. Personnel Review, 2001, Vol. 30, Issue 5/6, 657. 20.

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