Predictors of attitudes and performance in U.S. Army recruiters: Does personality matter?

Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the charact...

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Bibliographic Details
Published inMilitary psychology Vol. 32; no. 1; pp. 81 - 90
Main Authors Nye, Christopher D., White, Leonard A., Horgen, Kristen, Drasgow, Fritz, Stark, Stephen, Chernyshenko, Oleksandr S.
Format Journal Article
LanguageEnglish
Published United States Routledge 02.01.2020
Taylor & Francis Ltd
Subjects
Armed forces
employee assessment
Military recruitment
Personality
Personality traits
Recruiter selection
Use of Personality Testing for In-service Assignments
United States > US
personality
employee assessment
Recruiter selection
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Summary:Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the characteristics of successful recruiters has been conducted in civilian samples and has not examined the effects of recruiters' personality on their job-related attitudes and behaviors. Although some research has examined the prediction of recruiter performance in a military context, more research is needed to identify profiles of personality traits that will help recruiters to be successful on the job. We explored this relationship in a sample of experienced recruiters with at least six months of service in a recruiting duty assignment. Results indicated that composites of personality traits were substantial predictors of recruiter performance and attitudes. The implications of these results for the selection and assessment of recruiters in the U.S. Army will be discussed.
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The views expressed in this article are solely those of the authors and should not be construed as official policy or position of the U.S. Department of Defense, the U.S. Army, or the U.S. Army Research Institute for the Behavioral and Social Sciences. The research described in this paper was supported by a U.S. Army Research Institute for the Behavioral and Social Sciences contract W91WAW-09-D-0014.
ISSN:0899-5605
1532-7876
DOI:10.1080/08995605.2019.1652486