Should personality measures be used in hiring prospective applicants?

answer the one out of each set of questions with 5 to 7 sentences.
set 2
Choose one of the two options to start a thread and open the discussion board:
After watching the 20/20 video on children’s eyewitness testimony, I have found that students often have questions about it, Write a few sentences of your thoughts on the documentary. What did you find interesting or surprising? Then, provide a question for your classmates or professor to answer.

In my lecture on types of data and in the text on p. 28, we discuss that people display “multiple social personalities.” Discuss how you might display multiple social personalities and briefly describe the key characteristics of each of these personalities. For example, you might present one personality when you are interacting with your mother, but a quite different personality when you are interacting with your work supervisor. Why do you think people display multiple social personalities? Do you think this causes a problem for the concept of having a consistent personality?
Set 3
OPTION 1: Now that you have taken a short version of the Big Five, what is your assessment of the measure? Do you feel it provides a reasonably comprehensive measure of your personality, or are there important things that have been left out?
OPTION 2: What were some things that you found interesting or surprising in Prof. Brian Little’s talk? Feel free to share with your classmates any questions or comments you have about the talk.
OPTION 3: Psychologists who view traits as internal dispositions believe that traits can lie dormant in the sense that the capacities remain present even when the particular traits are expressed. Does this make sense to you? Why, or why not? Provide three examples of traits that you would use to describe yourself but are rarely expressed. Why are they expressed only rarely, if at all?

set 4

Choose one of the two options:
OPTION 1: Imagine you must choose between using a measure of the Big Five (NEO-PI) or the Gigantic Three (MPQ) for a study you are designing (a real-world choice in my own research!). Now that you have taken a short form of each, which one do you prefer and why? Do you feel one or the other provides a more comprehensive measure of your personality, or are there important things that have been left out?
OPTION 2: Should personality measures be used in hiring prospective applicants? Why, or why not? Is the use of personality tests more appropriate for some jobs than for others? If so, for which jobs should hiring be influenced by scores on personality tests? For which jobs should we not use personality scores during the hiring process? If you have seen the HBO Max documentary Persona, feel free to comment on that for this option.

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