Companies looking to hire new candidates using personality tests should be concerned about their candidates faking the test for their own motive. A research investigates perceived selection ratio may affect fak...
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...alysis and showed if any variables correlated with each other. In study two, other factors are used such as cognitive ability, personality traits (extraversion, agreeableness, openness, etc.), critical thinking, and emotional intelligence. Study two measures more evidence relative to knowing if participants have faked on personality tests and what area. Thus, it is safe to conclude that applicants who take personality tests fake for opportunity. However, looking at study two if we focus solely on personality traits we see that most candidates’ fake extraversion. Logically speaking, in the long run in any organization no matter what is said on an exam, the employer will eventually find out if the employee is truly extraverted or introverted. Having personality tests as an investment is not viable for an organization to rely on for a portion of their hiring decision.
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