While personality psychology has a definite contribution to make to the study of industrial psychology and organizational behavior, it is a contribution with parameters, limitations, and areas of expertise which need to be better defined. Many industrial/organizational (I/O) psychologists are skeptical of the utility of personality measures for industrial assessment. Several points concerning the use of personality measurement in I/O assessment are important. First, there is a need to establish clear agreement between those qualities a company seeks to identify and those qualities the personality measure actually measures. Personality measures valid in non-industrial settings may be less valid in industrial settings because of different demands of the corporate environment. Measures specifically developed for the prediction of specific behaviors are preferable. The interpretation of test scores must also be considered; personnel decisions based on personality measures should consider how much of a personality characteristic produces desired results, and whether too much of a characteristic will produce undesirable results. When the concept being measured is potential ability, personality measures are an appropriate methodology. They are inappropriate as predictors of actual ability. Finally, because the workers' environment interacts with personality, workers' perception of their environment must be considered. It is in this area of workers' perception of their environment that personality psychologists can make a meaningful contribution to I/O psychology. (The suggested guidelines are illustrated with a case example of a program to identify creative persons.) (MCF)