PERSONALITY ASSESSMENT IN SELECTION Mary Ila Ward PSY 6240
Overview ¨
What is personality? ¤ Examples
¨
of personality tests
How is personality assessment used in selection? ¤ Current
trends ¤ Key Considerations for Usage ¤ Valid Personality Traits for Specific Jobs and/or Performance Dimensions ¤ Other Considerations for Appropriate Use ¨
An Example: The HDS as a personality assessment tool in selection
What is personality? ¨
Definition ¤ “Personality
refers to the unique set of characteristics that define an individual and determine that person’s pattern of interaction with the environment.” ¤ “A predisposition to respond” in a certain mannerAllport ¨
Examples of personality dimensions
Types of Personality Assessment- LOTS
Examples in Selection Context
L- Life Record Data
O-Observer Ratings
T- Experimental Procedures or Standardized Tests
S- Self-Report Data
Criminal Background Check
Interviews
Projective Tests Such as the TAT, Sentence Completion Tests
Myers-Briggs, CPI, NEO-PI, HPI, 16 PF
Current Trends in Selection Usage Increasing Rapidly ¨ 30% of American companies reporting using personality measures to screen applicants ¨ More commonly used in other countries than in the United States ¨
Key Considerations for Personality Tests in Selection: Does personality predict work performance?
Broad vs. Specific Dimensions ¨ The Work Environment ¨
¤ Situational
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Cues ¤ High performance behaviors Almost all jobs vs. specific positions or performance dimensions
Personality Traits Linked Specific Jobs or Performance Dimensions Performance Dimensions
Specific Jobs
Overall Predictors of Work Performance: Conscientiousness and Emotional Stability Performance Dimensions
Trait(s)
Jobs
Trait(s)
Leadership
Extraversion, Openness
Executives
Extraversion, Ambition
Team Work
Agreeableness
Salesperson
Extraversion, Achievement, Ambition
Self-Direction in for Career Development
Proactive Personality
Newspaper Writer
Openness
Other Considerations for Assessing the Appropriateness of Using Personality Assessment in Selection ¨
Incremental Validity ¤ Not
highly correlated with other measures, but ¤ Do not use alone
Legal Issues ¨ Stability of traits ¨ Self-assessment and “faking it” ¨ Reliability of certain measures ¨
Evaluating Personality Tests for Selection Purposes
KEY POINT: CONSIDER THE JOB AND THE ORGANIZATION; IS IT JOB RELATED?
1. 2.
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Relate Traits to Job Behaviors through Job Analysis Assess traits linked to wide sets of behaviors Examine the reliability, validity, utility, etc. of the measure for your specific purpose (not just in general) from an un-biased source Does it have a greater impact on work performance that other KSAs of the person? Examine if “correct” items are obvious
Personality Tests in Selection: An Example Hogan Developmental Survey ¨
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Assess “derailers” that “inhibit optimum functioning in the workplace” Intended Use- Coaching and development and as a selection tool for “high level appointments for posts where personality disorders with be particularly dangerous.”
Questions and Discussion