Facing challenges in selecting top qualified workers from a large pool of applicants, I/O psychologists must determine the most effective and reliable predictors to identify potential high achievers. Predictors are used to forecast criteria of job performance. Because I/O psychologists typically don’t have access to criteria during the time of recruitment, they “have focused more attention and resources on predictors than on criteria” (Levy, 2010, p. 132). Among various predictors from assessment tests to bio data, I believe that the result of personality tests is the best performance indicator that can be used for selecting the best hire. In general, a personality test is developed based on the Big Five model which evaluates a person's openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism (Levy, 2010). No matter what type of job a worker takes, the five dimensions of personality could be essential for good performance.
Personality tests have been used for decades in industries and they have become more sophisticated by continuous improvement. There are wide selections of tests for specific industries and job types. According to Levy (2010), personality tests have received a great deal of attention from the research community; a lot of empirical research suggests that personality measures are valid predictors of job performance. Although debates against personality test point to many issues, similar problems also exist in other predictors. No single method is perfect. In practice, multiple performance indicators may be considered in the hiring process. The choice of performance indicator may also depend on the job type and the experience of HR staff and I/O psychologies who work on the recruitment.
Levy, P. E. (2010). Industrial/organizational psychology: Understanding the workplace (3rd ed.). New York: Worth Publishers.