The negative aspects of personality tests are related to issues with low validity, issues with faking, and questions regarding its utility (Converse & Oswald, 2014; Gatewood et al., 2011; Martínez et al., 2021; Salgado et al., 2015). However, we point out that from a practitioner's point of view, we see how personality (and emotional intelligence) does seem to impact job performance and that perhaps it is a question of time and more research in order to understand better the relationship between different aspects of personality and personality testing with the different dimensions of job performance, rather than a question of discarding it. Recent research seems to be addressing some of these issues but there are still a lot of question marks:The negative aspects of personality tests are related to issues with low validity, issues with faking, and questions regarding its utility (Converse & Oswald, 2014; Gatewood et al., 2011; Martínez et al., 2021; Salgado et al., 2015). However, we point out that from a practitioner's point of view, we see how personality (and emotional intelligence) does seem to impact job performance and that perhaps it is a question of time and more research in order to understand better the relationship between different aspects of personality and personality testing with the different dimensions of job performance, rather than a question of discarding it. Recent research seems to be addressing some of these issues but there are still a lot of question marks: