tests Based on meta-analysis results, cognitive ability tests appear to be among the most valid of all psychological tests and are valid for most occupations. However, these tests tend to do better at predicting training criteria than long term job performance. Cognitive ability tests in general provide the benefit of being generalizable. Hence they can be used across organizations and jobs and have been shown to produce large economic gains for companies that use them (Gatewood & Feild, 1998; Heneman et al., 2000). But despite the high validity of cognitive testing, it is less frequently used as selection tools. One main reason is that cognitive ability testing has been demonstrated to produce adverse impact. In general, groups including Hispanics and African-Americans score lower than the general population while other groups including Asian – Americans score higher (Heneman et al., 2000; Lubenski, 1995). The legal issues with cognitive ability testing were amplified by the supreme court's ruling in the famous 1971 Griggs v. Duke Power case. In this case, the Supreme Court ruled that when a selection test produces adverse impact against protected group members the company must be able to defend it by showing that use of the test is a "business necessity" for the operation of the business. The courts have held narrow interpretations of business necessity that require companies to show that no other acceptable selection alternative exists (Sovereign, 1999). As a result, many companies abandoned cognitive ability testing ( Steven L. Thomas &Wesley A. Scroggins, 2006). While the utility of cognitive ability testing in selection has been broadly accepted, the utility of personality testing, until relatively recently, has not. Historically, research documenting the low predictive validity and the potential for invasion of privacy based on item content has made its application as selection instruments questionable (Hogan, Hogan, & Roberts, 1996). But due to the legal challenges associated with cognitive ability, interest in personality instruments has recently been revived (Schmidt, Ones, & Hunter, 1992). Some have suggested that pairing personality testing with cognitive ability testing may be one means to enhance validity while reducing adverse impact (Ryan, Ployhart, & Friedel, 1998). Because it is very likely that some aspects of personality enhance individual ability to apply intellectual capacity while other personality traits limit its application (Kaufman & Lichtenberger, 1999). Hence, adding a personality to an ability test should enhance validity while reducing the adverse impact of a selection