Essay On Faking Personality Testing

Faking Personality Tests According to Barrick and Mount (2005), one of the benefits of utilizing personality tests in the selection process is that it is helpful in predicting work behaviors. The benefit of measuring the Big Five Personality traits is that it aids in measuring specific job performance measures. These measures include motivation, interpersonal interaction, and the ability to influence others (as cited in Barrick, & Mount, 2005). Additionally, personality tests have the ability to predict various factors related to career success (Barrick, & Mount, 2005). Furthermore, the benefit of personality testing is the low mean score difference between racial groups (as cited in Barrick, & Mount, 2005). This is a benefit because it helps to meet organizational goals that are focused on having a diverse work environment. Whereas, the use of other tests result in major differences between groups. Therefore, resulting in more legal issues (Barrick, & Mount, 2005). Society for Industrial and Organizational Psychology (2015) report that the costs related to using personality tests are that the questions may not completely relate to the job. In addition, the questions may come off as very invasive to some test takers (Society for Industrial and Organizational Psychology, 2015). Furthermore, the costs of utilizing personality tests

According to previous research, one consequence of faking a personality test is the effect it may have on the validity (as cited in (McFarland, & Ryan, 2000). In addition, another consequence of faking is that it has an effect on the mean scores (as cited in Society for Industrial and Organizational Psychology, 2015). I consider faking on personality tests to be a serious problem for the reasons previously stated. If the validity and mean scores are impacted by faking, this could impact the organizations ability to select the correct candidate for the