A review of applicant faking in selection interviews
Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g.,...
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| Published in | International journal of selection and assessment Vol. 28; no. 2; pp. 123 - 142 |
|---|---|
| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Hoboken, NJ
Wiley
01.06.2020
Blackwell Publishing Ltd |
| Subjects | |
| Online Access | Get full text |
| ISSN | 1468-2389 0965-075X 1468-2389 |
| DOI | 10.1111/ijsa.12280 |
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| Abstract | Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty-humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion-related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research. |
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| AbstractList | Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty‐humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion‐related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research. |
| Author | Melchers, Klaus G Buehl, Anne‐Kathrin Roulin, Nicolas |
| Author_xml | – sequence: 1 givenname: Klaus G surname: Melchers fullname: Melchers, Klaus G – sequence: 2 givenname: Nicolas surname: Roulin fullname: Roulin, Nicolas – sequence: 3 givenname: Anne‐Kathrin surname: Buehl fullname: Buehl, Anne‐Kathrin |
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| Snippet | Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical... |
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| SubjectTerms | faking impression management Interviews personnel selection selection interviews socially desirable responding |
| Title | A review of applicant faking in selection interviews |
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