Implicit and explicit personality assessment in the context of personnel selection
Keywords:
job performance, personnel selection, implicit measures, explicit measures, conscientiousness, extraversionAbstract
In this paper, we examine the role of Conscientiousness and Extraversion at implicit and explicit level, in the context of personnel selection. Personality was assessed using the NEO-FFI, for the explicit level (Costa & McCrae, 1992), and the Semantic Misattribution Procedure (Sava et al. 2012), for the implicit level, as part of the selection process in a multinational corporation. Twenty eight candidates were hired, and their in-role job performance was assessed by their supervisors six months later, based on a performance assessment scale (Williams & Anderson, 1991). Results suggest that explicit personality traits did not predict in-role job performance, whereas implicit Extraversion showed a positive association with the job performance assessed by the supervisor. The absence of correlations between implicit/explicit Conscientiousness and job performance could be explained by the subjective nature of the instrument used to measure in-role performance. Future research on the predictive role of implicit and explicit personality measures for job performance should consider objective indicators of job performance, as well as evaluations from peers and supervisors.
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