The applicant interview is crucial in finding the perfect candidate for a given position. But what happens when applicants use deceptive impression management to weasel their way into a job. A new study examines how organizations can try to alleviate the problem by selecting interviewers capable of detecting when an applicant is being deceptive.
Topic: Faking, Personality, Selection Publication: Journal of Applied Psychology Article: Testing the efficacy of a new procedure for reducing faking on personality tests within selection contexts Authors: Fan, J. Gao., D., Carroll, S.A., Lopez, F.J., Tian, T.S., & Meng, H. Reviewer: Neil Morelli Has your organization ever used, or ever
Topic: Emotional dissonance
Publication: Journal of Applied Psychology
Article: Willing and able to fake emotions: A closer examination of the link between emotional dissonance and employee well-being
Authors: S.D. Pugh, M. Groth & T. Hennig-Thurau
Reviewed By: Benjamin Lee Overstreet
Topic: Faking, Personality Assessment Publication: Human PerformanceArticle: Individual differences in the ability to fake on personality measures. Author: P.H. Raymark, T.L. Tafero Featured by: Benjamin Granger One common criticism of personality testing is its susceptibility to faking. Faking (i.e., response distortion) occurs when job applicants intentionally misrepresent themselves (e.g., respond in ways that present themselves as more attractive