What impact does job candidates trying to fake good on a personality test have on the test's effectiveness for employee selection?
What will be an ideal response?
A good answer would include the following key points:
- Perhaps surprisingly, trying to fake good on a personality test does not have a major impact on its effectiveness for employee selection.
- This observation applies mainly to measures of the Big Five dimensions; however, those are the measures that are used most often and that have shown substantial correlations with many aspects of vocations.
- Because applicants may not realize what a given personality test (or set of items on a test) is measuring, nor realize which traits are predictive for which kinds of jobs, faking good has little effect on the effectiveness of the measurement.
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