Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/230164
Authors: 
Melchers, Klaus G.
Roulin, Nicolas
Buehl, Anne‐Kathrin
Year of Publication: 
2020
Citation: 
[Journal:] International Journal of Selection and Assessment [ISSN:] 1468-2389 [Volume:] 28 [Issue:] 2 [Pages:] 123-142
Abstract: 
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.
Subjects: 
faking
impression management
personnel selection
selection interviews
socially desirable responding
Persistent Identifier of the first edition: 
Creative Commons License: 
http://creativecommons.org/licenses/by/4.0/
Document Type: 
Article
Document Version: 
Published Version

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