Affintus the research

Decades of research went into Affintus content and the product.


  • International Personality Item Pool: A Scientific Collaboratory for the Development of Advanced Measures of Personality Traits and Other Individual Differences. Internet Web Site http://ipip.ori.org.

  • Greenberg, H. M. and Greenberg, J. (1980). Job matching for better sales performance. Harvard Business Review 58(5):128-133.

  • Austin, J.T. and H. J. Klein. (1996). Work motivation and goal striving. In K.R Murphy (Ed.), Individual Differences and Behavior in Organizations (pp. 209-257). San Francisco: Jossey-Bass.

  • Barrick, M.R. and M.K. Mount. (1993). Autonomy as a moderator of the relationship between the Big Five personality dimensions and job performance. Journal of Applied Psychology 78: 111-118.

  • Bible, J.D. (2012). Lies and Damned Lies: Some Legal Implications of Resume Fraud and Advice for Preventing It. Employee Relations Law Journal 38(3), 22-47.

  • Blatter, M. et al. (2009). The Costs of Hiring Skilled Workers. Working Paper No. 15. Bern, Switzerland: Institut für Strategie und Unternehmensökonomik.

  • Blatter, M., Muehlemann, S., and Schenker, S. (2012). The costs of hiring skilled workers. European Economic Review 56(1), 20–35.

  • CareerBuilder. (2014). Fifty-eight Percent of Employers Have Caught a Lie on a Resume. Harris-Careerbuilder Survey of 2188 Hiring Managers and HR Professionals.

  • Chamberlain, L. (2012, September 3). Report questions reliability of LinkedIn profiles as recruitment tool. Personnel Today. http://www.personneltoday.com/hr/report-questions-reliability-of-linkedin-profiles-as-recruitment-tool/

  • Conference Board. (2013). One in Five Hires Are “Bad” Hires. Unpublished. Information available at https://www.executiveboard.com/blogs/todays-recruiting-frontier-2/?business_line=human-resources

  • Dunn, W.S., Mount, M.K., Barrick,M.R. and Ones, D.S. (1995). Relative Importance of Personality and General Mental Ability in Managers' Judgments of Applicant Qualifications. Journal of Applied Psychology 80(4): 500-509.

  • Evans, Will. 2012. Eye Tracking Online Metacognition: Cognitive Complexity and Recruiter Decision Making. The Ladders.

  • Fernández-Aráoz, C., Groysberg, B., and Nohria, N. (2009). The Definitive Guide To Recruiting in Good Times and Bad. Harvard Business Review 87(5): 74-84.

  • Fernández-Aráoz, C. 2012. Leading Global Businesses Through Great People Decisions. People & Strategy 35 (2):6-7.

  • Fisher, C.D. and Boyle, G. J. (1997). Personality and Employee Selection: Credibility Regained. Discussion paper no. 62. Gold Coast, Australia: Bond University.

  • Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. In Mervielde, I., Deary, F., De Fruyt, and Ostendorf, F. (Eds.), Personality Psychology in Europe, Tilburg, The Netherlands: Tilburg University Press 7: 7-28.

  • Goldberg, L. R., Johnson, J. A., Eber, H. W., Hogan, R., Ashton, M. C., Cloninger, C. R., and Gough, H. C. (2006). The International Personality Item Pool and the future of public-domain personality measures. Journal of Research in Personality 40, 84-96.

  • Greenberg, H. M. and Greenberg, J. (1980). Job matching for better sales performance. Harvard Business Review 58(5):128-133.

  • Grossman, R. J. (2009). Hiring to Fit the Culture. HR Magazine 54(2), 41.

  • Haid, M. (2010). Talent Assessment Successful Leaders–They May Not Be Who You Think They Are. Right Management: ViewPoint.

  • Hogan, J., Barrett,P., and Hogan, R. (2007). Personality Measurement, Faking, and Employment Selection. Journal of Applied Psychology 92(5): 1270–1285.

  • Hunter, J. E., and Hunter, R. F. 1984. Validity and utility of alternate predictors of job performance. Psychological Bulletin, 96: 72–98.

  • Hunter, J. E. (1980). Test validation for 12,000 jobs: An application of synthetic validity and validity generalization to the General Aptitude Test Battery (GATB). Washington, DC: U.S. Department of Labor.

  • Hurtz, G. M. and Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology 85: 869-879.

  • Judge, T.A., Heller, D. and Mount,M.K. (2002). Five-Factor Model of Personality and Job Satisfaction: A Meta-Analysis. Journal of Applied Psychology 87(3): 530–541.

  • Kristof-Brown, A. L., Zimmerman, R.D., and Johnson. E.C. (2005). Consequences of Individuals’ Fit at Work: A Meta-Analysis Of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit. Personnel Psychology 58(2): 281-342.

  • Schmidt, F. L. and Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin 12: 262-274.

  • La Grange, L. and Roodt, G. 2001. Personality and Cognitive Ability as Predictors of the Job Performance of Insurance Sales People. Journal of Industrial Psychology 27(3): 35-43.

  • Lahey, Z. (2015). Hiring Success Management: Moving Beyond the ATS. Available at www.aberdeen.com.

  • Manley, G. G. and Benavidez, J. (2008). Using g alternatives to reduce subgroup differences when predicting US public-sector performance. Equal Opportunities International 27(4): 337 – 354.

  • McCulloch, M. C. and Turban, D.B. (2007). Using Person–Organization Fit to Select Employees for High-Turnover Jobs. International Journal of Selection and Assessment 15(1):63-71.

  • Murphy, M. 2005. Why New Hires Fail. Leadership IQ. http://www.leadershipiq.com/thought-leadership/research/why-new-hires-fail

  • Nowicki, M. D. and Rosse. J.G. (2002). Managers’ Views Of How To Hire: Building Bridges Between Science And Practice. Journal of Business and Psychology, 17(2): 157-170.

  • Ones, D.S.., Viswesvaran, C., and Reiss, A.D. (1996). The Role of Social Desirability in Personality Testing for Personnel Selection: The Red Herring. Journal of Applied Psychology 81: 660–679.

  • Pordeli, H., Sepehri, M., Baker, R. and Burke, T. (2008). Improving New Hire Turnover Through The Use Of Assessment Tools. Journal of Business Case Studies 4(9): 11-20.

  • Recruiting Roundtable. (2013). Hiring Decisions Miss the Mark 50% of the Time. Unpublished. Information available at http://ir.executiveboard.com/phoenix.zhtml?c=113226&p=irol-newsArticle&ID=1205091&highlight

  • Robert Half International. (2012). Survey of 1400 CFOs. Information available at
    http://rh-us.mediaroom.com/2012-11-08-Survey-Managers-Spend-Nearly-One-Day-a-Week-Managing-Poor-Performers

  • Rynes, S. L., Giluk, T. L. and Brown, K.G. (2007). The Very Separate Worlds Of Academic and Practitioner Periodicals In Human Resource Management: Implications For Evidence-Based Management. Academy of Management Journal 50(5): 987–1008.

  • Rynes, S. L., Colbert, A. E., and Brown, K. G. (2002). HR Professionals’ Beliefs About Effective Human Resource Practices: Correspondence Between Research And Practice. Human Resource Management 41(2): 149–174.

  • Schmidt, F. L. and Hunter, J. E. (2004). General Mental Ability in the World of Work: Occupational Attainment and Job Performance. Journal of Personality and Social Psychology 86(1): 162–173.

  • Strack, R., et al. (2012). From Capability to Profitability: Realizing the Value of People Management. The Boston Consulting Group. Information available at https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_from_capability_to_profitability/?chapter=2.

  • Tett, R. P. and Christiansen, N.D. (2007). Personality Tests at the Crossroads: A Response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt. Personnel Psychology 60: 967–993.

  • Tse, T., M. Esposito, and O. Groth. 2014. Resumes Are Messing Up Hiring. Harvard Business Review: Hiring. Information available at https://hbr.org/2014/07/resumes-are-messing-up-hiring/

  • Viswesvaran, C., Ones, D.S. and Hough, L.M. (2001). Do Impression Management Scales in Personality Inventories Predict Managerial Job Performance? International Journal of Selection and Assessment 9: 277–289.

  • Viswesvaran, C., Deller, J., and Ones, D. S. (2007). Personality Measures in Personnel Selection: Some New Contributions. International Journal of Selection and Assessment 15(3): 354-358.

  • Weber, L. (2015). Today’s Personality Tests Raise the Bar for Job Seekers. The Wall Street Journal. http://www.wsj.com/articles/a-personality-test-could-stand-in-the-way-of-your-next-job-1429065001

  • Weber, Lauren and Rachel Feintzeig. (2014). Why Companies Are Taking Longer to Hire. The Wall Street Journal. http://www.wsj.com/articles/companies-are-taking-longer-to-hire-1409612937

  • West, K. (2013). The Cost of a Bad Hire. National Business Research Institute. Available at https://www.nbrii.com/blog/the-cost-of-a-bad-hire-infographic/



The Affintus website and application include information from the O*NET 25.1 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET is a trademark of USDOL/ETA. Affintus has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

The Affintus website and application include information from the O*NET Career Exploration Tools by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the O*NET Tools Developer License. O*NET is a trademark of USDOL/ETA. Affintus has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

By Harrison Rebello

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