Categories : *Journal of Applied Psychology
How to Identify Faking in Personnel Selection
Mastering the overclaiming technique can help organizations make better selection decisions and weed out untruthful job applicants.
Categories : *Journal of Applied Psychology
Job Applicants Fake Personality Tests to Fit In
Research finds that job applicants fake personality assessments by trying to tailor their responses to match the organizational culture already in place.
Categories : *Journal of Business and Psychology
How to Reduce Cheating on Pre-Employment Testing
Researchers provide tips for organizations on how to reduce cheating on unproctored internet tests.
Categories : *Personnel Psychology
Can Organizations Detect Lying on Job Interviews?
Job applicants are oftentimes deceptive on job interviews. How can employers detect the dishonest candidates and spot the truthful ones?
Categories : *Personnel Psychology
One Way to Reduce Faking on Selection Tests
Researchers investigate a technique called response elaboration to determine if it can reduce faking on certain employee selection tests.
Categories : *Journal of Applied Psychology1 Comment
How to Warn Job Applicants about Faking on Personality Tests
Researchers discover a new way for organizations to effectively warn their job applicants about faking on personality tests. Why is this better than past attempts?
Categories : *Human Performance Faking Personality Assessment
What Makes a “Good Faker”? And Do We Want Them?
Topic: Faking, Personality Assessment Publication: Human PerformanceArticle: Individual differences in the ability to fake on personality measures. Author: P.H. Raymark, T.L. Tafero Featured by: Benjamin Granger One common criticism of personality testing is its susceptibility to faking. Faking (i.e., response distortion) occurs when job applicants intentionally misrepresent themselves (e.g., respond in ways that present themselves as more attractive