ABSTRACT
Prior to the 1990s the use of personality tests in occupational settings was widespread but controversial. Some occupational psychologists argued that there was no evidence that assessment by personality questionnaire had anything to offer over and above the assessment of specific competencies using, for example, work sample tests within assessment centres. However, at a folk psychological level there can be no doubt that interviewers are generally very interested in the personality of interviewees, and often find themselves working from job specifications that are very specific in their demand for particular types of personality. Furthermore, certain posts, such as those at the front-end of sales, seem to cry out for some form of personality assessment. Clearly the issue could only be settled by research specifically investigating the validity of personality tests in the workplace.
