Abstract
The use of personality measures for safety force personnel selection has been increasing. Barrett et al.'s recent Public Personnel Management article titled “Practical Issues in the Use of Personality Tests in Police Selection” suggests that, due to issues of validity, managers should be cautious in using personality measures to select safety force personnel. Issues that commonly come up with personality measures are faking and coaching. Current research shows that managers should be concerned with faking and coaching because if training on personality measures is available, applicants who did not take the training will have little chance of being selected.
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