目前我國政府的人才甄選方法，仍以測量工作知識的紙筆測驗，做為主要甄選方法。針對紙筆測驗不足的問題，部分研究建議可在既有的甄選或培訓方式中加上人格測驗。本文主要討論人格測驗在文官考選的發展，包括從理論層面探討人格測驗的應用與限制，並在實務層面以英國快速升遷考試為例，說明人格測驗的應用方式。同時，彙整與分析考試院研議應用人格測驗的發展現況。本文研議，若考選階段納入人格測驗，可考慮做為篩選的工具，並與兩階段考試配合施行，以降低考生的考試成本以及考試院的閱卷成本。至於在一般文官或高階文官之培訓與升遷，人格測驗的結果可做為參考依據。整體而言，未來在應用人格測驗時，必須建立在測驗「什麼」的前提之上，倘若測驗的「標的」並非特質、而是狀態的話，訴諸人力資源發展應為更加適切之途徑。

The recruitment and selection methods for civil service in Taiwan are primarily written tests which focus on the examinees’ competence at work. Some existing researches advise to add personality tests to enhance the efficiency during the process of selection or training for civil service. This paper discusses the limits to applications of personality test and takes UK Civil Service Fast Stream (CSFS) as an example to analyze how personality test applied to the procedure of examination, additionally, introduces the development status of personality test which executed by Examination Yuan. This paper advises that personality test can serve as a selection tool when two-stage testing was implemented for saving cost of the whole examination. Relatively, the result of personality tests would be a worthwhile reference for training and promotion for civil service personnel. However, it must be confirmed in advance that whether the target of personality test is a trait or a state. A state is a transient characteristic that can change over time. If we plan to define a specific state of civil service through personality test, the test results should be relevant to human resource development.