Abstract: Personality inventory predicts the candidate’s job performance through the score obtained by a series of questions intentionally designed. Due to the limitation of the conceptualization of job performance and its criterion, and the conceptually logic base of inventory, there has been debating for its effectiveness. Being knowledgeable about the validation literature, the article put forward the future research direction should: (1) define job performance and its criterion from the four dimensions of balance score card; (2) track and obtain the validity-criterion of job performance through the in-beddly longitudinal mode.

Key words: personality inventory, predictive validity, balance score card, in-bed and longitudinal mode