Selection Tool Use: A Focus on Personality Testing in Canada, the United States, and Germany | Zendy

Stephen D. Risavy | Zendy; Peter A. Fisher | Zendy; Chet Robie | Zendy; Cornelius J. König | Zendy

AI Assistant Blog Pricing

Home ZAIA Blog

Open Access

Selection Tool Use: A Focus on Personality Testing in Canada, the United States, and Germany

Author(s) -

Stephen D. Risavy,

Peter A. Fisher,

Chet Robie,

Cornelius J. König

Publication year - 2019

Publication title -

personnel assessment and decisions

Language(s) - English

Resource type - Journals

ISSN - 2377-8822

DOI - 10.25035/pad.2019.01.004

Subject(s) - staffing , personality , selection (genetic algorithm) , personnel selection , sample (material) , psychology , preference , big five personality traits , applied psychology , social psychology , medicine , computer science , management , nursing , statistics , economics , chemistry , mathematics , chromatography , artificial intelligence

The purpose of this paper is to provide new data regarding the current staffing practices being used by organizations in Canada and the United States (US) as well as a comparison with existing data from Germany (Diekmann & König, 2015). Data regarding the beliefs of human resource (HR) practitioners in terms of using personality tests in personnel selection is also provided. A geographically representative sample of 453 HR practitioners across Canada and the US were surveyed. Although general mental ability testing has previously been found to be highly valid and cost effective, this selection tool was among the least commonly used in all three countries. Personality tests were also rarely used (especially in Canada and the US) and research–practice gaps still appear to be an issue (e.g., HR practitioners’ preference for personality types as opposed to traits).

The content you want is available to Zendy users.

Already have an account? Click here to sign in.

Having issues? You can contact us here

Accelerating Research