Sackett And Walmsley's Big Five Model Of Personnel Selection

Due to globalization the business world is becoming competitive day by day. Firms are now facing competitions which are beyond the national boundaries which pose a challenge to them to survive. The success of today’s business firms is utilizing the resources effectively. Griffin (2006) stated that management is the process of managing there resources of the organization. Therefore, HR practices and policies play are essential and have substantial impact on both individual and organizational performance. Personnel selection systems have been in consideration for researches for more than 60 years (Dunnette and Borman, 1979) . The selection process is based on many attributes like gender, age, educational background, appearance, body language

The problem: How do you know the great people when you see them? rules for smart hiring (PETER CARBONARA). Sackett and Walmsley used a well-known model for measuring personality known as the Big Five as the theoretical basis for their study. In the Big Five model, an individual’s personality can be described by using five personality traits: conscientiousness, agreeableness, emotional stability, extraversion, and openness to experience. The researchers analyzed a large set of data on job interviews to find out which personality traits companies look for when they’re hiring. Much of the data came from an analysis of structured job interviews, in which employers assess candidates for particular personality traits in order to make sure they’re a good fit for the job and overall work environment. Like if a company want to hire a salesperson will search qualities in job candidates like extraversion and friendliness to make sure they’re likely to work well with customers and generate more number of sale. Therefore, a question rise does these personality traits predict how well someone will actually perform on the job? To find out, the researchers looked the relationship between personality traits and three performance criteria which an employee perceive whether an employee is able to complete their work to satisfaction, how often an employee goes above and beyond at work, and how often they engage in negative

Whareas, some organization think personality tests are related more to astrology and tell no more than an interviewer could learn during a standard interview, other employers satisfied by them and are convinced that they are hiring better workers as a result of their use. These days use of personality tests as a means of asses which candidate to hire have raises a number of drawbacks, which start from the validity and reliability of the tests to concerns about missuse of privacy and discrimination against minorities. These issues raise the question whether the benefits of personality tests compensate the employing cost of hiring a non appropriate candidtae. This article explores the factors to be consider, whether personality tests are effective hiring tools, as well as the privacy and discrimination concerns implicated by their use and also what impact it give on hiring decision of an