Abstract
The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. In contrast, the right candidate can take the organization to new heights. The interview presents a short interaction that may reflect the candidate knowledge and skills; however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. Today, many countries already use personality testing during the recruitment phase. Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. To achieve this objective, we carried out a comparative study of the different personality tests used in the recruitment process.
Highlights
For most companies, the recruitment process demands a significant investment in human resources
A great majority of HR professionals concerned with personnel selection, assessment and training, strongly believe in the validity of different personality assessment techniques when used for recruitment
The interest in personality testing for candidate selection in employment started in the late 1980s, emerged slowly in the early 1990s, and explodes beginning a few years after two meta-analyses on the validity of personality tests for personnel selection in 1995 (Morgeson et al, 2007)
Summary
The recruitment process demands a significant investment in human resources. Experts state that very few causes of failure are related to the technical skills of the hired candidate, and it is often associated with the daily behaviour adopted by the latter For this reason, personality tests are more widely used when recruiting candidates with specific careers like sales managers or people who will have supervisory functions (Baez, 2013). A great majority of HR professionals concerned with personnel selection, assessment and training, strongly believe in the validity of different personality assessment techniques when used for recruitment. They consider cognitive ability tests as most valid, while interviews as most practical (Furnham, 2008). This paper aims to give a detailed description of those personality tests alongside their validity and limitation
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