Previous research has highlighted how personality can greatly impact a person’s job performance. How can hiring managers best measure their job applicants’ personalities before extending a job offer? 
In-Sue Oh finds that third-party observer-reports of someone’s personality (measuring their reputation) is more predictive of job performance than a self-report (measuring their identity). Hiring managers should consider observer-reports by using letters of recommendation (when hiring from outside the organization), peer evaluation forms (when promoting from within) or other observer-reports that are not as common (e.g., social media traces about job applicants).