Interviews are commonly used for selection but research on interview faking only gained
momentum relatively recently. We review both theoretical and empirical work on prevalence …

Personnel Psychology has a long tradition of publishing important research on personnel
selection. In this article, we review some of the key questions and findings from studies …

In the past years, several authors have proposed theoretical models of faking at selection.
Although these models greatly improved our understanding of applicant faking, they mostly …

This article proposes a theoretical model for explaining the psychometric effects of faking on
assessment procedures (eg, biodata, interviews, assessment center, personality inventories …

Background Researchers have used within‐subjects designs to assess personality faking in
real‐world contexts. However, no research is available to (a) characterize the typical finding …

The unitarian understanding of construct validity holds that deliberate response distortion in
completing self-report personality tests (ie, faking) threatens trait-based inferences drawn …

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 …

Interviews are a prevalent technique for selection and admission purposes. However,
interviews are also viewed as potentially fakeable, raising the question of whether …

Overclaiming—in which individuals overstate their level of familiarity with items—has been
proposed as a potential indicator of positive self-presentation. However, the precise nature …

Job applicant faking, that is, consciously misrepresenting information during the selection
process, is ubiquitous and is a threat to the usefulness of various selection tools …