1. Why you should never use the Meyers Briggs Type Indicator for employment screening
1- it is based on old data
2-it is unreliable
3-it does not predict job performance
4-the test publisher recommends AGAINST it’s use in employment screening

2. The BIG 5 Personality Model
1. Extraversion:
Extraversion is characterized by excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness.
People who are high in extroversion are outgoing and tend to gain energy in social situations. People who are low in extroversion (or introverted) tend to be more reserved and have to expend energy in social settings.
2. Agreeableness:
This personality dimension includes attributes such as trust, altruism, kindness, affection and other prosocial behaviors.
People who are high in agreeableness tend to be more cooperative while those low in this trait tend to be more competitive and even manipulative.
3. Conscientiousness:
Standard features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors. Those high on conscientiousness tend to be organized and mindful of details.
4. Neuroticism:
Neuroticism is a trait characterized by sadness, moodiness, and emotional instability. Individuals who are high in this trait tend to experience mood swings, anxiety, moodiness, irritability and sadness. Those low in this trait tend to be more stable and emotionally resilient.
5. Openness:
This trait features characteristics such as imagination and insight, and those high in this trait also tend to have a broad range of interests. People who are high in this trait tend to be more adventurous and creative. People low in this trait are often much more traditional and may struggle with abstract thinking.
It is important to note that each of the five personality factors represents a range between two extremes.
For example, extraversion represents a continuum between extreme extraversion and extreme introversion. In the real world, most people lie somewhere in between the two polar ends of each dimension.

3. MMPI Scales Scale Abbreviation Description What is measured
RCd dem Demoralization A general measure of distress that is linked with anxiety, depression, helplessness, hopelessness, low self-esteem, and a sense of inefficacy.[30]
RC1 som Somatic Complaints Measures an individual’s tendency to medically unexplainable physical symptoms.[30]
RC2 lpe Low Positive Emotions Measures features of anhedonia – a common feature of depression.[30]
RC3 cyn Cynicism Measures a negative or overly-critical worldview that is associated with an increased likelihood of impaired interpersonal relationships, hostility, anger, low trust, and workplace misconduct.[30]
RC4 asb Antisocial Behavior Measures the acting out and social deviance features of antisocial personality such as rule breaking, irresponsibility, failure to conform to social norms, deceit, and impulsivity that often manifests in aggression and substance abuse.[30]
RC6 per Ideas of Persecution Measures a tendency to develop paranoid delusions, persecutory beliefs, interpersonal suspiciousness and alienation, and mistrust.[30]
RC7 dne Dysfunctional Negative Emotions Measures a tendency to worry/be fearful, be anxious, feel victimized and resentful, and appraise situations generally in ways that foster negative emotions.[30]
RC8 abx Aberrant Experiences Measures risk for psychosis, unusual thinking and perception, and risk for non-persecutory symptoms of thought disorders.[30]
RC9 hpm Hypomanic Activation Measures features of mania such as aggression and excitability.[30]

4. What personality inventories measure Conscientiousness?
How Do You Assess Conscientiousness?
Existing personality inventories and questionnaires are a good way to measure conscientiousness and its facets. Though, based on our research there is little evidence that any existing personality inventory provides complete coverage of the entire breadth of conscientiousness. Some inventories to consider:
1. The NEO-PI-R: Covers the Industriousness facet very well, with some scales also emphasizing orderliness and self-control (the deliberation scale). Does not provide a good assessment of responsibility or traditionality.
2. Goldberg’s AB5C scales: Acts much the same way as the NEO-PI-R. Most of the scales tap industriousness and orderliness. It does not provide a good coverage of responsibility or traditionalism.
3. The Hogan Personality Inventory: The HPI is a perfect complement to the NEO-PI-R and the AB5C. It emphasizes self-control, responsibility, and traditionalism and fails to tap industriousness and self-control.
4. The Jackson Personality Inventory: Provides subscales that measure orderliness, responsibility, and traditionalism, but not industriousness or self-control.
5. The Multidimensional Personality Questionnaire: Provides subscales that measure self-control and traditionalism. The MPQ achievement scale should also be considered a marker for industriousness. Does not provide coverage of orderliness or responsibility.
6. The California Personality Inventory: Mostly assesses responsibility which is a blend of conscientiousness and agreeableness. Some scales also tap virtue. It does not emphasize industriousness or orderliness as much as other inventories.
What about short Big Five measures, such as the NEO-FFI, BFI, TIPI, etc? You know the old adage, you get what you pay for. If you use quick-and-dirty measures of personality traits you should feel lucky if your measure predicts anything. If you use a short measure under the assumption that you have measured “personality” you should be held in contempt for poor scholarship. If you are forced to use a short measure because of necessity (e.g., large survey, time demands, etc.), you have my deepest sympathy. If you have the choice, don’t do it. Be a responsible researcher. Run a pilot study to see which facet of conscientiousness predicts your outcome best and use that in your survey instead of a quick-and-dirty measure of the Big Five.