Examining the Role of Applicant Faking in Hiring Decisions: Percentage of Fakers Hired and Hiring Discrepancies in Single- and Multiple-Predictor Selection

摘要

Purpose The purpose of this study was to examine the impact of applicant faking on personnel selection outcomes (fakers hired and hiring discrepancies) across single-predictor (conscientiousness alone) and multiple-predictor (combinations of conscientiousness and cognitive ability) selection methods.