Chapter 1: The Nature of Deception and Applicant Faking Behavior

The use of personality based employment tests has made the intersection of the applicant and the organization much more interesting. While the interpretation of cognitive ability tests is straightforward, noncognitive selections tools offer applicants another opportunity to put their best foot forward, albeit in a fashion not intended by the creators or users of the instruments. Applicants have a great deal of latitude in how they choose to respond to noncognitive employment tests, and may choose to do so in a fashion that does not reflect their true level of the trait.

In fact, between 30 and 50% of applicants elevate their scores (Donovan, Dwight, & Hurtz, 2003; Griffith, Chmielowski, & Yoshita, in press). Not to be outsmarted, Industrial Organizational (I/O) psychologists have armed themselves with more difficult formats and often warn the applicant that if they misrepresent themselves they will be detected (likely a lie on our part). Some I/O professionals find the discussion of applicant faking distasteful and refuse to acknowledge it. Other I/O psychologists try to hush any conversation regarding faking so we can keep this little family secret to ourselves.