Over 100 years of psychological research on employee selection has yielded many
advances, but the field continues to tackle controversies and challenging problems, revisit …

Socially desirable responding has become a central concept in research regarding
applicants' deliberate distortions in answering personality tests. Key findings based on this …

Personality has emerged as a key factor when trying to understand why people think, feel,
and behave the way they do at work. Research has linked personality to many important …

We evaluated the validity of the Overclaiming Questionnaire (OCQ) as a measure of job
applicants' faking of personality tests. We assessed whether the OCQ (a) converged with an …

Abstract Quasi‐ipsative (QI) forced‐choice response formats are often recommended over
single‐stimulus (SS) as a method to reduce applicant faking. Across three studies we …

The use of personality measures has expanded at a rapid pace since their re-emergence as
accepted predictors of job performance in the 1990s, and this expansion is likely to increase …

This study examines the stability of the response process and the rank-order of respondents
responding to 3 personality scales in 4 different response conditions. Applicants to the …

Using a think aloud protocol, the interaction between motivation to fake and personality item
characteristics (social desirability and face validity) on both response processes and self …

Self-report assessments are the standard for personality measurement, but motivated
respondents are able to manipulate or fake their responses to typical Likert scale self-report …

This study aims to further our understanding of applicant faking twofold. First, it challenges
viewing applicant faking as a systematic shift from otherwise honest responses. To this end …