Personality Traits and Their Validity in Predicting Job Performance at Recruitment: a Review

Abstract

One of the most critical challenges human resources management usually faces is the procedure of recruitment and selection. At the recruitment, the factor of qualification is very important. However, HR management should take into account the personality of the candidate. For example, most of the companies' profits rely on the performance of the frontline employee and their behavior toward the customer. Therefore, HR management usually uses the assessment of personality and integrity. Based on the literature, there is a correlation between personality traits and job performance. This study is a literature review analysis which contains previous studies in regard to the of Big Five Factors at the recruitment and their validity in predicting employee’s performance in the firm.

Meritocracy, personality traits and recruitment: some insights from the Qatari enterprising community

“…Some previous studies analysed the impact of meritocracy and personality traits on recruiting the right people (Behrends, 2007; Berglund and Nath, 2011;Castilla, 2016;Wirba, 2017) but did not include these two factors together in their studies. Many previous studies supported the fact that selecting the right people during the recruitment process will reduce possible problems that might arise in the future affecting the performance of the company (Gamage, 2014;Alhendi, 2019), and selecting the right person is a big challenge for the company (Das Gupta, 2020). The empirical results in this study also revealed that personality traits had an impact during the process of recruitment.…”

“…Many previous studies supported the fact that selecting the right people during the recruitment process will reduce possible problems that might arise in the future affecting the performance of the company (Gamage, 2014; Alhendi, 2019), and selecting the right person is a big challenge for the company (Das Gupta, 2020). The empirical results in this study also revealed that personality traits had an impact during the process of recruitment.…”

“…In this paper, the “Big Five” Personality Model (openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) will be used to assess the personality importance for SMEs during the recruitment of prospective employees. Doing the right things during the recruitment process will cause fewer problems in the future and will positively affect the performance of SMEs (Alhendi, 2019). Gamage (2014) has found a strong linkage between the recruitment and the firm’s performance.…”

Talent management processes and outcomes in a virtual organization

“…According to the Global Recruiting Trends, through job auditions, recruiters can better predict how a potential employee will perform. On the other hand, personality trait assessments have severe limitations in providing accurate predictions of job performance (Alhendi, 2019). Compared to interviews where the risk of bias may be high due to human predispositions, job auditions are bias-free simulations to test candidate skills (Cocca, 2018).…”

“…Auditions can be an effective practice to assess both technical and soft skills (Carlson, 2020), allowing recruiters to observe how candidates solve problems and interact with others. With specific reference to aptitude and psychological tests (aimed at evaluating personality traits, including the so-called “Big Five Factors Model”), compelling evidence indicates their limitations for the recruitment process (Alhendi, 2019). McGregor and Doshi (2015) argue that certain personality traits are not relevant to job performance.…”