Quote:
Originally Posted by drowkcableps
Or for a reasonable discussion. How feasible is having an interview process that focuses on the big4 ( or was it 5) personality traits...
A little secret in organisational behaviour research - interview processes are largely useless, however you structure them. Some exceptions notwithstanding, like getting a hot assistant while your marriage is on the rocks.
If it were framed around the Big 5, they would discriminate against all the most interesting people, since conscientiousness associates with most positive outcomes in life and highly conscientious people are generally boring and pedantic.