Do recruiters select workers with different personality traits for different tasks? A discrete choice experiment
通过对德国634家企业招聘者的离散选择实验，发现尽责性和宜人性对录用概率影响最大，且分析型任务更偏好开放性和尽责性，互动型任务更偏好开放性、外向性和宜人性。
This paper explores whether firms recruit workers with different personality traits for different tasks. We conduct a discrete choice experiment among recruiters of 634 firms in Germany, asking recruiters to choose between job applicants who differ in seven characteristics: professional competence, the Big Five personality traits, and the prospective wage level. We find that all personality traits affect the hiring probability of the job applicant, with conscientiousness and agreeableness having the strongest positive effects. However, for analytical tasks, recruiters have a stronger preference for more open and conscientious applicants, while favoring more open, extraverted, and agreeable workers for interactive tasks.