Abstract
The purpose of the current study was to examine applicants’ perceived validity and fairness of general mental ability (GMA)- and personality-based selection tests. Graduating students in a hospitality program were given examples of the measures of the big five personality test and examples of a GMA test, and they rated the validity and fairness of the tests. The results showed that personality was perceived as more valid for selection purposes than GMA, but not fairer. However, these findings were qualified by the job level. In particular, the test of GMA was perceived as more valid and fairer for management-level positions than for hourly, non-management positions, whereas personality was perceived as equally valid and fair for both management and hourly, non-management job positions. The implications of these findings are discussed.
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