20 Nadir, a manager at a retail store, is having a conversation with Matt who is the HR head responsible for the recent hiring for their retail chain. Nadir argues that personality tests have been frequently used when hiring employees and could be a beneficial approach for the business. The argument behind their use is that knowing personality can help in hiring an employee who fits the job and the organisation. Nadir points that extroverts may be better at PR or sales jobs, or introverts may be more aligned to do research-oriented jobs, so it makes sense to use personality tests to hire the right person for the job. Matt argues that it is not that simple: personality tests can be faked, potential employees may respond to the questions in a way to match the job they are applying for. Matt goes on to explain that research shows that people can fake personality tests. Is Nadir on the right track? Should they use personality tests for hiring? Does personality relate to job satisfaction and performance? How can the knowledge about the usefulness of personality tests and faking be used by Nadir and Matt in this situation?