Shields, Patricia M.Britain, Rebecca L.2007-12-112012-02-242007-12Britain, R. (2007). Incorporating personality traits in hiring: A case study of Central Texas cities. Masters of Public Administration, Texas State University, San Marcos, Texas.https://hdl.handle.net/10877/3776An Applied Research Project Submitted to the Department of Political Science, Texas State University-San Marcos, in Partial Fulfillment for the Requirements for the Degree of Masters of Public Administration, Fall 2007.The first purpose of this paper is to describe the personality traits of an ideal employee. The literature indicates there are five identifiable personality traits that should be assessed during the hiring process. The traits are conscientiousness, emotional stability, agreeableness, extraversion, and openness to experience. Second, this research describes the extent to which cities in central Texas use hiring processes that take into account an employee's personality traits. Data from a questionnaire sent to human resources directors in central Texas cities are used. The directors were asked about using personality assessments during the hiring process. The data reveal that a majority of cities do not administer personality tests during the hiring process. The research presented in this paper is helpful for human resource directors because it reviews the literature that explains why incorporating personality assessments in the hiring process helps put the right person in the right position.Text59 pages1 file (.pdf)enassessment centerspersonalityfive-factorsmunicipalitytraitsTexasPublic AdministrationApplied Research Project