Evaluating Personality Models in Employee Recruitment and Placement

A Systematic Review of Western and Eastern Approaches

Abstract

This study presents a Systematic Literature Review (SLR) evaluating personality models used in employee recruitment and placement from both Western and Eastern perspectives. Drawing upon a fixed corpus of 30 peer-reviewed studies published between 2020 and 2025, the review compares the predictive validity, fairness, and cultural adaptability of the Big Five model, BaZi (Four Pillars of Destiny), and Wu Xing (Five Elements) frameworks. The findings reaffirm the Big Five’s empirical robustness, particularly the role of Conscientiousness as a consistent predictor of performance and reliability, while also acknowledging that its constructs—developed in individualistic contexts—may require recalibration in collectivist cultures. Eastern paradigms such as BaZi and Wu Xing, although conceptually rich and culturally resonant, remain underexplored empirically and therefore require operationalization into measurable behavioral indicators. Bridging frameworks such as the Two-Polarities and Cross-Cultural Big Two models demonstrate potential for integration, and they form the basis of a proposed “Spine-and-Context” model that combines predictive precision with cultural sensitivity and explicit ethical governance. The review concludes that future research should employ qualitative and mixed-method approaches in order to map conceptual correspondences, validate behavioral indicators, and evaluate fairness perceptions in cross-cultural HR assessments. Overall, the synthesis contributes both theoretical and practical insights toward the development of a scientifically grounded, culturally attuned approach to modern personnel selection.