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 critical 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 regarding personality testing. The chapter discusses several important criteria beyond standard criteria such as reliability and validity that concerns characteristics of the personality test and description of quality criteria and the process of finding a personality test that might influence the allure of often-used personality tests for practitioners. It also discusses the influence of different criteria on the decision-making process, such as certain test characteristics, the different ways of presenting results, or aspects of application. Quality criteria measures of reliability and validity are very important to researchers, who consequently present the measures in extensive test manuals, as do some commercial test publishers.
