Computerized personality testing has allowed organizations using scores from personality tests within hiring systems to configure their tests to deliver only items that are directly related to the job. Although configurable personality testing may seem to be a better approach at first glance, research is needed to investigate the psychometric nature of the these tests to determine if restructuring the items yields test scores that are equivalent to those that would be obtained from the full-length assessment. Practitioners and researchers need to be assured that when they use configurable personality tests, they can trust that the results are equivalent to their full-length counterparts. The current study used a within- and between-person design to examine the measurement equivalence of personality scales across different configurations of tests. Results provide some initial evidence for the viability of configurable personality testing. Additional research is needed with larger samples and different personality measures before the configurable personality testing can be recommended in actual employee selection contexts.