In Europe, over the last 30 years, there has been much use of psychological in particular personality assessment inventories used in the area of occupational and organisational psychology. This has been particularly pronounced in managerial selection, with several international human resource companies still implementing personality questionnaires in an attempt to identify those specific traits which seem be associated with occupational success. There has been a reluctance to give up the use of such standardised questionnaires and rely solely on interview procedures for selection, mainly because of the unreliability involved in reliance on subjective evaluation. Other reasons include the high number of job applicants especially in periods of high unemployment (as witnessed currently in Europe), and the high costs in terms of working hours and finance of interviewing procedures (getting candidates to travel large distance with expensive accommodation and selection through professional interviewers) and the need for objective comparative databases (Furnham 1992). More frequently, over the last couple of decades there has been a policy of employing a dual-pronged strategy, that is, utilising semi-structured interviews combined with psychometric tools by ‘on-site’ honorary personnel consultants.