The increasing use, and misuse, of personality tests in selection is a matter of perennial concern. Their utility and validity have been questioned, most tellingly on statistical grounds. Some of the critical weaknesses inherent in personality test development and application are examined, identifying some of the theoretical, conceptual and ethical issues involved. The implications, particularly for managerial assessment and development, are discussed. An alternative strategy is suggested, employing more objective and reliable means of developing managerial assessment instruments based on a behavioural analysis of managerial effectiveness.
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