Bogus Problem of Faking in Personality Tests

Established personality tests can be used validly, but at the same time they are not the only key to success. The quality of aptitude diagnostics begins with the definition of the right requirements for the person being sought. In addition, personality tests should always be accompanied by other methods, such as intelligence tests, structured interviews or work samples. On the one hand, to check assessments already collected, and on the other hand, to gather new impressions about the applicants.

The personnel consultants of S&P Consulting support you in creating requirement profiles that are specifically aligned with the development goals of your company and in professionalizing the procedures for personnel selection. In addition to personality tests, we use various methods to analyze the potential and expected performance of candidates, taking into account the relevant requirements, in order to obtain as accurate a picture of the candidates as possible. The classification and reflection of the results of the aptitude diagnostic procedures is an essential part of our consulting services.

Visualizing the typical observation errors helps to come to a valid assessment. Three widely studied and common observation errors are:

• Primacy Effect
  The first impression influences the ongoing assessment of applicants (Anderson, 1965). Especially when the results of personality tests are available before the first meeting, it is important to reflect on the observed behavior with as little bias as possible in order to make a final accurate assessment of the perceived deviation.
• Halo Effect
  The overall impression is influenced by a salient trait (Nisbett & Wilson, 1977). A very good score on the intelligence test may cause other independent traits to be rated more positively without any logical connection existing. Of course, this effect exists just as much in the negative direction.
• Similar-to-me bias
  The similarity between applicant and observer positively influences evaluation (Rand & Wexley, 1975). Similarities in places of study, hobbies, and even personality traits can lead to an artificial increase in the fit of the applicant to the job.

From a systems theory perspective, “faking” by applicants in personality tests is not an argument for dispensing with this proven measurement method. In order to find the right person for a vacant position, it is advisable to use suitable job profiles, several methods in the application process, and constant reflection on one’s own errors of observation, as well as on observation and evaluation patterns.