The use of personality measures in personnel selection: What does current research support?

By Mitchell G. Rothstein, R. Goffin. 2006

357 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/980b3f061408d603a6fbe15be97c936062f6fc22

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. F. Oswald
2. L. M. Hough
3. Deniz S. Ones
4. Timo Gnambs

In Organizational Behavior and Human Resource Management

1. F. Oswald
2. L. M. Hough

Citations in the corpus

• Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008, background): “In a similar vein, Rothstein and Goffin (2006) reported 11 studies with higher validities for narrow compared to broad measures.”
• Locus of control and the labor market (2015, unknown): “Reviewing the results from a number of meta-analyses conducted in the 1990s, Rothstein and Goffin (2006) conclude that – despite the controversy surrounding them – personality measures may be an important predictor of job performance.”