Cautions About the Usefulness of Indirect Measures of Personality Based on Personnel Selection Methods

In the target article, Lievens (2017) discusses how two personnel selection methods – i.e., situational judgment tests (SJTs) and assessment center (AC) exercises – can be used as potentially useful, indirect measurement methods for personality and help to build a bridge between two separate streams of research on personality assessment and personnel selection and ultimately improve the ecological and predictive validity of personality. In this commentary, we provide some alternative perspectives regarding several assumptions and cost-effectiveness issues underlying Lievens's (2017) arguments and suggestions