Personality Tests in Employment Selection: Use With Caution
| dc.contributor.author | Baez, H. Beau | |
| dc.date.accessioned | 2020-11-12T17:11:05Z | |
| dc.date.available | 2020-11-12T17:11:05Z | |
| dc.date.issued | 2013-01-26 | |
| dc.description.abstract | [Excerpt] Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs.[1] If anecdotes are to be believed—Dilbert must be getting at something or the cartoon strip would not be so popular—the work place is full of people whose personalities are a mismatch for the positions they hold. Psychology has the ability to measure personality and emotional intelligence (“EQ”), which can provide employers with data to use in the selection process. “Personality refers to an individual’s unique constellation of consistent behavioral traits”[2] and “emotional intelligence consists of the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion.”[3] By using a scientific approach in hiring, employers can increase their number of successful employees. | |
| dc.description.legacydownloads | 1_26_13_Personality_Tests_in_Employment_Selection.pdf: 2703 downloads, before Oct. 1, 2020. | |
| dc.identifier.other | 6338024 | |
| dc.identifier.uri | https://hdl.handle.net/1813/72937 | |
| dc.language.iso | en_US | |
| dc.rights | Required Publisher Statement: © Cornell HR Review. This article is reproduced here by special permission from the publisher. | |
| dc.subject | HR Review | |
| dc.subject | Human Resources | |
| dc.subject | employment selection | |
| dc.subject | personality tests | |
| dc.title | Personality Tests in Employment Selection: Use With Caution | |
| dc.type | article | |
| local.authorAffiliation | Baez, H. Beau: Charlotte School of Law |
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