Prominent standards/guidelines concerning test validation provide contradictory information about whether content-based evidence should be used as a means of validating personality test inferences for employee selection. This unresolved discrepancy is problematic considering the prevalence of personality testing, the importance of gathering sound validity evidence, and the deference given to these standards/guidelines in contemporary employee selection practice. As a consequence, test users and practitioners are likely to be reticent or uncertain about gathering content-based evidence for personality measures, which, in turn, may cause such evidence to be underutilized when personality testing is of interest. The current investigation critically examines whether (and how) content validity evidence should be used for measures of personality in relation to employee selection. The ensuing discussion, which is especially relevant in highly litigious contexts such as personnel selection in the public sector, sheds new light on test validation practices.

有关测试验证的突出标准/指南提供了有关是否应使用基于内容的证据作为验证员工选择人格测试推论的手段的矛盾信息。考虑到性格测试的普遍性，收集有效的有效性证据的重要性以及在当代员工甄选实践中对这些标准/准则的尊重，这种无法解决的差异是有问题的。结果，测试用户和从业人员可能对收集基于内容的人格测验的证据保持沉默或不确定，这反过来可能导致在进行人格测验时这些证据没有得到充分利用。当前的调查严格审查了是否（以及如何）使用内容有效性证据来衡量与员工选择有关的人格。随后的讨论在诸如公共部门人员选拔之类的高度争议的情况下尤其重要，为测试验证实践提供了新的思路。