The use of personality traits in the determination of an individual’s future job performance is considered to be a valid measure that offers organisations the ability to carry out career planning, pre-employment selection and promotional testing amongst other uses. The incorrect placement of an individual has negative implications on the business that manifest themselves in different forms but the most prevalent is that of the loss of productivity and increased costs. This study was carried out in the hope of producing an additional measure in the identification of the most suitable candidates for a sales management position.The study was conducted utilising a qualitative research design. A total of (n) = 218 respondents took part in this study and completed the research instrument. The statistical tests that were conducted are that of correlation and linear regression testing between the identified independent and dependent variables.The results produced from the study corroborate the use of personality traits as a predictor of an individual’s future job performance is flawed. It was determined that the dimensions of the big five personality traits were not correlated to, nor could not offer any predictive ability with the required level of significance that of the dependent variables.