The Impact of Warnings on Simulated Applicant Personality Scores

Abstract

<p>Personality measures are currently an attractive option in many selection contexts, largely because they predict both task and contextual performance. These tests are criticized because they are highly susceptible to faking and socially acceptable answering. This can cause many problems for an employer. For example, an employer might hire a higher scoring individual who was faking, over an individual that scored slightly lower but was truthful. As a result, personality tests are less valid when hiring. The purpose of the current study was to examine the effect of different warnings not to fake on student's personality scores.</p><p>This presentation occurred at the Wright State University Campus-Wide Celebration of Research, Scholarship and Creative Activities on April 8, 2011</p>