Faking personality questionnaires: Fabricating different profiles for different purposes

  title={Faking personality questionnaires: Fabricating different profiles for different purposes},
  author={A. Furnham},
  journal={Current Psychology},
  • A. Furnham
  • Published 1990
  • Psychology
  • Current Psychology
Over fifty subjects completed four personality measures used in personnel selection. Based on a latin-square design they were asked to fill them in as they would if they were trying to present themselves as ideal candidates for the job of librarian, advertising executive or banker, while on one questionnaire they gave “honest,” actual responses. The results indicated, as previous research in this area has shown, that the questionnaires are all highly susceptible to faking, and that a quite… Expand
Faking personality questionnaires in personnel selection
Investigates the extent to which it is possible to fake a personality questionnaire to match the ideal candidate’s profile. Previous research suggests that responses to personality measures can beExpand
How effective are people at faking on personality questionnaires
Abstract Whether respondents are able to fake their answers on personality questionnaires when so instructed and whether they are able to fake equally well on normative and ipsative type scales wasExpand
Stereotyping as a Response Strategy when Faking Personality Questionnaires
This research explored how stereotypes are used when faking personality tests in a vocational selection context. Experiment 1 demonstrated that fake-job profiles are based primarily on stereotypes ofExpand
Do Applicants Fake Their Personality Questionnaire Responses and How Successful are Their Attempts? A Case of Military Pilot Cadet Selection
This paper presents the results of three interrelated studies investigating the occurrence of response distortion on personality questionnaires within selection and the success of applicants inExpand
Response strategies when faking personality questionnaires in a vocational selection setting
This research investigated whether respondents rely on their stereotype of members of a particular occupation when attempting to fake personality questionnaires to gain employment in that occupation.Expand
Knowing and Faking One's Five-Factor Personality Score
This article reports on 2 studies, both concerned with the validity of the NEO Five-Factor Inventory (NEO-FFI). The first study, replicated over 3 samples, concerned the validity of the measure asExpand
Knowing and Faking One' s Five-Factor Personality Score
This article reports on 2 studies, both concerned with the validity of the NEO Five-Factor Inventory (NEO-FFI). The first study, replicated over 3 samples, concerned the validity of the measure asExpand
The Use of Personality Testing in Personnel Selection
Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examinesExpand
Individual Differences in the Ability to Fake on Personality Measures
This study provides a partial test of the model of faking proposed by McFarland and Ryan (2000) by examining the degree to which self-monitoring, knowledge of the constructs being measured, jobExpand
The “g” in Faking: Doublethink the Validity of Personality Self-Report Measures for Applicant Selection
It is shown for the first time that faking ability is measured with psychometrically sound techniques, a confirmatory factor model is established, and research supporting a positive link between self-reported personality and job performance is presumably confounded by cognitive abilities. Expand


The fakeability of the 16 PF, Myers-Briggs and FIRO-B personality measures
Abstract Over 60 Ss completed three well-known, frequently used, personality questionnaires. The total number of respondents was split into three sub-groups and, based on a latin-square design, eachExpand
Effects of Sophistication and Faking Sets on the Eysenck Personality Inventory
Personality inventories, by their very nature, are particularly susceptible to faking. Past studies have shown that instructions to fake can distort responses to a personality inventory; however,Expand
The social desirability of the type A behaviour pattern.
  • A. Furnham
  • Psychology, Medicine
  • Psychological medicine
  • 1986
There was only a marginal difference on one questionnaire's total score, with fake good subjects having lower Type A scores yet nearly every individual question revealed large significant differences, and the subjects' own A/B classification did not effect the way in which they faked the questionnaires. Expand
Fakeability and correlates of the perception and preference inventory
Abstract This paper reports three studies designed to look at the usefulness of the Perception and Preference Inventory (PAPI). The first study looked at the fakeability of the PAPI by asking oneExpand
Personality and police selection: Trait differences in successful and non-successful applicants to the metropolitan police
Three hundred and nineteen applicants to the Metropolitan Police Force (270 men and 49 women) were asked to complete the EPQ. Successful candidates were more extraverted and less neurotic thanExpand
The good, the bad and the mad: Response bias in self-report measures
Abstract This study set out to examine the susceptibility of five extensively used, self-report measures to response set bias. Subjects were requested either to fake good, (give a good impression),Expand
Response bias, social desirability and dissimulation
Abstract This review set out to review the extensive literature on response bias, and particularly dissimulating a socially desirable response to self-report data. Various terminological differencesExpand
Stereotypic Desirability Profiles for the 16 P.F. Questionnaire
  • G. Meredith
  • Psychology, Medicine
  • Psychological reports
  • 1968
Two divergent “images” emerged in a college sample and indicated that the poles of the 16 P.F. are not equally attractive, and a clinical application of the stereotype profiles was explored. Expand
MMPI response-set characteristics among adolescents.
It was found that a substantial number of psychiatrically disturbed adolescents may effectively simulate normal profiles and that effectiveness in these attempts was related to greater age and lower actual MMPI T-score values on the Hs and Hy scales. Expand
Management selection in Britain: A survey and critique
The results of a survey of the techniques used for managerial selection from 108 organizations in Great Britain are presented. The results reveal that, whilst the usage by large organizations ofExpand