Situational judgement tests and personality measurement : some answers and more questions

Work psychologists have devoted considerable attention to studying how personality traits can best be conceptualized and assessed in 'high-stakes' contexts such as selection or hiring decisions. Lievens argued that two selection methods, Situational Judgement Tests and Assessment Centre exercises, by standardizing and contextualizing personality measurement, offer many advantages to personality psychology. In hopes of clarifying this argument, we ask two fundamental questions: (1) What aspects of personality do these methods fail to measure (are they deficient) and (2) What do they actually measure (are they contaminated)? Copyright (C) 2017 European Association of Personality Psychology