Faking Personality Tests
For years, many experts thought personality testing was not relevant to the field of personnel psychology. Then, the development of the big five personality model and well-conducted validation studies changed the perceptions of many personnel psychologists. Many are still concerned about the possibility of applicants faking personality tests. For example, applicants who have been laid off for more than a year may be under a lot of pressure to find a job before their unemployment benefits run out (McFarland & Ryan, 2000). As a result, they may attempt to fake their responses on a personality test in order to increase their chances of being hired. Although literature has shown that applicants may attempt to fake on personality tests for a variety reasons, it has been harder to prove if indeed it is possible.
For this Discussion, review this weekâ€s Learning Resources and the interactive media, “Personality Testing.” Consider if applicants can fake personality tests. Additionally, you explore the consequences of faking personality tests.
“Personality Testing”
Transcript for “Personality Testing”
McFarland, L. A., & Ryan, A. M. (2000). Variance in faking across noncognitive measures. Journal of Applied Psychology, 85(5), 812–821.
With these thoughts in mind:
Post by Day 4 an explanation of the costs and benefits of personality tests compared to other quantitative predictors that a personnel consultant may have considered using in the employment context. Explain two potential consequences of faking a personality test. Finally, explain whether or not you consider faking personality tests to be a serious problem and why.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the current topic. APA Format.
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