title: The relationship between the JobMatchTalent test and the NEO PI-R: construct validation of an instrument designed for recruitment of personnel.
abstract: BACKGROUND
  Personality measures in recruitment situations need to (1) cover the Big-Five model of personality and (2) focus on interpersonal requirements of jobs. We investigated the relationship between the JobMatchTalent test and the NEO Personality Inventory-Revised (NEO PI-R). The JobMatchTalent consists of three areas (i.e., Stability Patterns, Action Patterns, and Relation Patterns) divided in 10 main scales providing a deeper picture of the employee (e.g., Work Structure, Tolerance).
  
  
  METHODS
  The participants (N = 390) were recruited from the professional network LinkedIn and completed online versions of both instruments. We used correlation analysis to investigate the construct validity of the JobMatchTalent test by identifying significant correlation coefficients no lower than ±.30 (i.e., convergent validity) and those with nonsignificant correlations (i.e., discriminant validity). Regression analyses were used to investigate the variance of the NEO PI-R dimensions that was explained by the JobMatchTalent test.
  
  
  RESULTS
  Four of the NEO PI-R dimensions showed considerable overlap with the following JobMatchTalent main scales: (1) Work structure and Decision Characteristics, which both are measures of thoughtfulness, planning, and order (i.e., Conscientiousness); (2) Inner drive, Activity, Drive, Acting, and Communication, which represent different aspects of being outgoing and extrovert (i.e., Extraversion); (3) Tolerance and Social interest, which measure a person's interest and ability to create social relations (i.e., Agreeableness); and (4) Stress Index, a measure of emotional stability (i.e., the opposite of Neuroticism). All 5 NEO PI-R dimensions overlapped with the JobMatchTalent sub-scales.
  
  
  CONCLUSIONS
  The study suggests that 4 of the NEO PI-R dimensions are logically categorized along the JobMatchTalent main scales: (1) Order and Thoughtfulness, (2) Energy and Extraversion, (3) Social Adaptation and Interest, and (4) Emotion Control. Hence, it suggests substantial overlap between the instruments, but also that the two instruments cannot be considered as equivalent to assess individual differences in recruitment situations.
authors.affiliation: Network for Empowerment and Well-Being, University of Gothenburg, Gothenburg, Sweden; Center for Ethics, Law and Mental Health (CELAM), University of Gothenburg, Gothenburg, Sweden.
authors.forename: Danilo
authors.initials: D
authors.lastname: Garcia
authors.affiliation: Network for Empowerment and Well-Being, University of Gothenburg, Gothenburg, Sweden; Department of Psychology, University of Gothenburg, Gothenburg, Sweden.
authors.forename: Ali Al
authors.initials: AA
authors.lastname: Nima
authors.affiliation: Network for Empowerment and Well-Being, University of Gothenburg, Gothenburg, Sweden; Department of Psychology, University of Gothenburg, Gothenburg, Sweden.
authors.forename: Catrin
authors.initials: C
authors.lastname: Rappe
authors.affiliation: Network for Empowerment and Well-Being, University of Gothenburg, Gothenburg, Sweden; Department of Psychology, University of Gothenburg, Gothenburg, Sweden.
authors.forename: Max
authors.initials: M
authors.lastname: Rapp Ricciardi
authors.affiliation: Network for Empowerment and Well-Being, University of Gothenburg, Gothenburg, Sweden; Department of Psychology, University of Gothenburg, Gothenburg, Sweden.
authors.forename: Trevor
authors.initials: T
authors.lastname: Archer
mesh_terms: D000328:Adult; D001076:Aptitude; D005260:Female; D006801:Humans; D008297:Male; D010555:Personality Inventory; D010560:Personnel Selection; D012044:Regression Analysis; D015203:Reproducibility of Results