Criterion Validity of Intelligence Abilities and Personality Characteristics in Salesmen’s Job Performance Appraisal SUMMARY Personnel selection is one of the central topics in the study of work behavior. Tests and other assessments in personnel selection are used to predict future performance of the employees. A particular assessment is chosen because it looks as though it may be a valid measure of attributes that are important for a particular job. Hundreds of studies have examined the relationship between scores on tests and measures of job performance, but in our country is a lack of such research. Accordingly, the main purpose of this study was to measure a criterion validity of four selection methods. The sample for the study was 44 salesmen, who completed IST-2000R, Adjective Check List, Social competency and biodata questionnaires. Job performance was assessed using subjective and objective job performance appraisal criteria. Subjective criteria evaluations were based on the judgments of 13 supervisors and objective – on real sales results. Statistical data analysis indicated that IST-2000R is the bets predictor of salesmen’s job performance. Four IST-2000R subtests (SP, AU, MZ and SE) revealed good predictive properties. Meanwhile, Adjective Check List and Social competency questionnaire results analysis do not support the hypothesis about the ability of personality tests to predict job performance criteria. The study only disclose, that total job performance appraisal results correlates with two Social competency questionnaire subscales and with neither Adjective Check List scale. Results showed, that about 30 percentage of total variation in salesmen’s job performance scores can be explained by the IST-2000R, Adjective Check List and Social competency tests combination. The main biographical data influencing job performance appraisal results are job experience and job related profession. Before practical using of various instruments it is also very important to estimate and other psychometric characteristics, therefore reliability, content and construct validity were checked in this study. Results revealed that Adjective Check List is the most reliable and showed the best content validity results. The Factor analysis confirmed only IST-2000R clear factorial structure.