Candidate Personality and Performance in Selection Interviews

Abstract

Most managers who are involved in selection would probably accept the intuitively appealing suggestion that the personality of the candidate has an influence on the outcome of a selection interview. Of course, in a number of instances, personality‐type attributes are explicitly listed in person specifications and presumably an effort is made to assess these in the interview. Furthermore, there is evidence that, at least as far as graduate recruitment is concerned, personality ranks highly in the majority of recruiter's lists of desirable attributes.