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Third, results imply that ACs have particular potential to capture observable personality traits, namely Extraversion, Agreeableness and Intellect/Openness. Across multiple sources, we found that AC ratings of these traits demonstrate convergence with self-ratings and two types of other-ratings. This corresponds to previous findings from AC research indicating that Extraversion, Agreeableness, and Intellect/Openness are more observable in interactive AC exercises than other traits (i.e., showing a higher trait activation potential; Speer et al., 2015). Fourth, AC ratings have incremental validity over inventory-based ratings regarding some personality traits. We found that AC ratings of specific personality traits including Agreeableness and Openness/Intellect explain variance in job performance beyond inventory-based self-ratings and fellow assessees' ratings of the same traits. This study is the first to compare an AC and personality inventories that were designed to assess the same constructs allowing for a fairer comparison of these two assessment methods (Arthur & Villado, 2008). The incremental validity of personality-based AC ratings over inventory-based ratings implies that ACs assess unique performance-relevant information (i.e., how personality manifests in behavior in maximum performance settings). Need Assignment Help?