How does faking affect the results of employee selection measures?
Both intuition and research indicate that job applicants “fake good” on dependability measures, often resulting in problems like “restriction of range”. This reduces the quality of hiring data. Despite assurances that it can be dealt with statistically, faking is a very serious problem for most traditional selection measures a problem that cannot be wished away. The ESQ2 uses a carefully constructed “forced-choice” format that is inherently resistant to faking. This format matches items equal in desirability, thereby making it difficult for respondents to decide which of the alternatives is the best response. The ESQ2 will help you make better hiring decisions because it designed to provide higher quality data.
