What If Applicants Knew How Personality Tests are Scored?: A Minimal Intervention Study

Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly telling applicants how personality tests are scored affects faking. Managem...

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Bibliographic Details
Published in:Journal of personnel psychology 2017-10, Vol.16 (4), p.206-210
Main Authors: König, Cornelius J, Jansen, Anne, Mathieu, Peter Lüscher
Format: Article
Language:English
Subjects:
Deception
Faking
Female
Human
Job Applicants
Male
Personality Measures
Personnel Selection
Self-Presentation
Test Scores
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Description
Summary:Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly telling applicants how personality tests are scored affects faking. Management assistants (N = 187), asked to imagine themselves as job applicants, were either informed about the scoring key or given no information before filling out a Big Five personality test. Results revealed that this minimal manipulation increased faking. This finding supports the notion that applicants often incorrectly assume that scoring procedures are overly complex and gives practitioners additional reason to worry about more future faking.
ISSN:1866-5888
2190-5150
DOI:10.1027/1866-5888/a000183