ABSTRACT
The quality of selection procedures is judged primarily by looking at predictive validity results, as the prediction of performance at work is clearly the most important issue for the practice of personnel selection. Although most established selection methods such as mental ability tests or assessment centers have been found to be valid, the situation is significantly different with regard to personality testing. Examining personality test use in selection procedures of Australian organizations, Di Milia found not only the Occupational Personality Questionnaire (OPQ), Myers-Briggs Type Indicator (MBTI), Big Five Personality Inventory (NEO), and Personality Factor Questionnaire (PF) to be frequently used, but also questionnaires such as the Personal Characteristics Inventory (PCI), the Fifteen Factor Questionnaire, the Occupational Personality Profile (OPP), and the DISC (standing for Dominance, Influence, Steadiness, and Conscientiousness). Although the development of the Big Five certainly has great advantages in terms of comparability, it may not fit with categories of practitioners in personnel selection.
