Organizations utilize personality inventories such as the Five Factor Model of Personality for a range of purposes including selection and recruitment and employee management. Over the last twenty years, HRM scientists and practitioners have identified the Five Factor Model as a useful tool in predicting employee performance across a range of jobs and settings. This blog post describes the Five Factor Model also called Big Five and how the model can be utilized to increase organizational effectiveness.
This CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. We focus on the Big Five Personality Model and describe the research that supports use of the Big Five for validation purposes with criteria.
