| Summary: | The purpose of this study was to explore the issues
that are typically encountered when using personality
instruments for personnel selection. Cattell's Sixteen
Personality Factor Questionnaire (16PF) was used in the
study to predict job performance in a small team-based
manufacturing organization. Issues including the utility of
the 16PF in this setting, the bandwidth fidelity argument
(to use narrow or broad traits), and whether job-specific
versus company-wide profiles provide better prediction
success were addressed. The usefulness of the
organization's current selection process of using the 16PF
to generate interview questions was also investigated.
Results indicate that the 16PF can be a useful tool
for personnel selection in this setting and that the 16PF
was able to correctly classify if an applicant was going to
be successful over 86% of the time. Evidence for using narrow factors instead of broad factors was also presented, and the benefits of using job specific profiles were discussed. The limitations of this study were addressed, which included conducting this type of research with relatively small sample sizes. Additionally, this study provides suggestions for additional research in the future.
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