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Its authors - including Rosse, Mary D. Stecher of the University of Northern Colorado, Janice L. Miller of Norwest Bank, and Robert A. Levin of the Center for Human Function & Work - found that most applicants distort their answers to some degree, and a smaller number exhibit extreme levels of "response distortion," or faking.
Rosse said many items on personality tests are transparent and that it's often relatively easy to guess which response is "right."
"Job applicants usually have substantial motive to make themselves look as attractive as possible. And applicants generally have ample opportunity to get away with faking because there is no objective way to verify a person's answers," Rosse said...
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Common topics in this essay:
- Employability Skills Perceived By Employers And Students
- Personality Tests in HR
- Sexual Harassment in the Workplace: Are Employers Doing Enough?
- Should Employers information against you
- The effects of nontraditional forms of employment on employees and employers
- Employers Rights
- Personality & Emotional Development
- What Employers Want
- What employers are looking for in a job applicant?
- Employers
- Employers love personality tests
- Personality Test
- Personality: Purpose of Theories, Traits, and and the Role of Brain Function on Personality
- Tuition Reimbursement: A Benefit For Employers
- Usage Of Information From Genetic Testing By Parents, Employers And Insurers
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