Theory and assessment of human personality engender both interest and trepidation for many research-oriented and applied human resource professionals. In fact, few other areas of psychological assessment are generally considered so wide-ranging, complex, and controversial. It is clear that the prominence of personality assessment in the general human resource management literature as well as the literature specific to employment interviewing has been stifled in the past 30 or so years due to a confluence of legal, social, conceptual, and practical issues (Hough & Schneider, 1996). For example, out of 637 references in Eder and Ferris's 1989 edited collection The Employment Interview, the word personality appeared in the tides of only eight (1.3%) articles. In the past decade, however, personality ...