Applicant faking in the established literature can be defined as the intentional distortion or falsification of responses on measures to create a specific impression or provide the best possible response to a specific scenario (Levashina J. &., 2006) or the implementation of dishonest IM by an applicant to improve their standing in comparison to other applicants. I would like to draw the distinction between Impression Management and Applicant faking in the context of employee selection. Impression Management is defined as a “Job candidates’ attempt to control or determine the images interviewers form of them regarding their behaviours, motivations and other attributes” (Lopes, 2004). The literature on the suggests that IM like any other skill, varies between individuals due to a litany of factors. Although Impression Management may often affect interviewer ratings of potential applicants, it is highly debated whether is deceptive in nature. IM is broken down into the tactics of Assertive and Defensive tactics. Assertive tactics are
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However, depending on the applicant, the perceived costs may outweigh the benefits. Studies have been done to see what factors may influence Applicant faking across various demographics as well as proposed some models for applicant faking, some even go as far as to predict future faking based on the outcome of previous faking behaviour (Clemens B. Fell, 2016) (Levashina J. &., 2006) (Richard L. Griffith, 2011)
Models for Applicant Faking
Most theories see Applicant Faking Behaviour as a product of the interaction between the predisposition of the applicant and Contextual factors (Individual X Situation) to explain both its ' magnitude and frequency. These are 3 proposed models that stood out to me, but there are several others that may go beyond the concepts covered below.
(a) The Trait Contrast Classification Theory (Richard L. Griffith,
However, depending on the applicant, the perceived costs may outweigh the benefits. Studies have been done to see what factors may influence Applicant faking across various demographics as well as proposed some models for applicant faking, some even go as far as to predict future faking based on the outcome of previous faking behaviour (Clemens B. Fell, 2016) (Levashina J. &., 2006) (Richard L. Griffith, 2011)
Models for Applicant Faking
Most theories see Applicant Faking Behaviour as a product of the interaction between the predisposition of the applicant and Contextual factors (Individual X Situation) to explain both its ' magnitude and frequency. These are 3 proposed models that stood out to me, but there are several others that may go beyond the concepts covered below.
(a) The Trait Contrast Classification Theory (Richard L. Griffith,