Personality Measurement and Employment Decisions: Questions and Answers

Robert Hogan, Joyce Hogan, Brent W. Roberts

Research output: Contribution to journalArticlepeer-review


The invisible college of psychologists who do research with measures of normal personality now largely agrees about the structure of personality; this group also agrees that competently developed personality measures are valid predictors of real world performance. Outside that college, however, there is still considerable skepticism regarding the meaning and validity of these measures. This article attempts to summarize the data needed to answer the most frequent questions about the use of personality measures in applied contexts. Our major conclusions are that (a) well-constructed measures of normal personality are valid predictors of performance in virtually all occupations, (b) they do not result in adverse impact for job applicants from minority groups, and (c) using well-developed personality measures for preemployment screening is a way to promote social justice and increase organizational productivity.

Original languageEnglish (US)
Pages (from-to)469-477
Number of pages9
JournalAmerican Psychologist
Issue number5
StatePublished - May 1996
Externally publishedYes

ASJC Scopus subject areas

  • Psychology(all)


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