The Use of Personality Testing in Personnel Selection
Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel...
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ndltd-CLAREMONT-oai-scholarship.claremont.edu-cmc_theses-31192019-10-16T03:05:01Z The Use of Personality Testing in Personnel Selection Kumar, Riya Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria. 2019-01-01T08:00:00Z text application/pdf https://scholarship.claremont.edu/cmc_theses/2038 https://scholarship.claremont.edu/cgi/viewcontent.cgi?article=3119&context=cmc_theses default CMC Senior Theses Scholarship @ Claremont Personality Testing job performance Big Five model Dance Industrial and Organizational Psychology Organization Development |
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Personality Testing job performance Big Five model Dance Industrial and Organizational Psychology Organization Development |
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Personality Testing job performance Big Five model Dance Industrial and Organizational Psychology Organization Development Kumar, Riya The Use of Personality Testing in Personnel Selection |
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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria. |
author |
Kumar, Riya |
author_facet |
Kumar, Riya |
author_sort |
Kumar, Riya |
title |
The Use of Personality Testing in Personnel Selection |
title_short |
The Use of Personality Testing in Personnel Selection |
title_full |
The Use of Personality Testing in Personnel Selection |
title_fullStr |
The Use of Personality Testing in Personnel Selection |
title_full_unstemmed |
The Use of Personality Testing in Personnel Selection |
title_sort |
use of personality testing in personnel selection |
publisher |
Scholarship @ Claremont |
publishDate |
2019 |
url |
https://scholarship.claremont.edu/cmc_theses/2038 https://scholarship.claremont.edu/cgi/viewcontent.cgi?article=3119&context=cmc_theses |
work_keys_str_mv |
AT kumarriya theuseofpersonalitytestinginpersonnelselection AT kumarriya useofpersonalitytestinginpersonnelselection |
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1719268353056440320 |