USING PERSONALITY TESTING FOR PERSONNEL-SELECTION - FAKING AND TEST-TAKING INDUCTIONS

This research assessed whether warning subjects that faked responses c ould be detected would reduce the amount of faking that might occur wh en using a personality test for selection of police officers. Also, pe rsonality test subscales which best differentiated honest from dissimu lated responses were determined. Subjects (N = 120) were randomly assi gned to a straight-take (that is, respond honestly), fake good, or mod ified fake good group. Both fake good groups were instructed to respon d to the test so as to appear favourably for the job; additionally, th e modified fake good group was warned that faking could be detected an d could reduce hiring chances. Multivariate analyses revealed signific ant differences on the Denial and Deviation subscales between the thre e conditions (p < 0.01). The pattern of differences suggested that the threat of faking detection reduced faking. Potential application of t hese findings in personnel selection was discussed.