Jansen, Anne
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What if applicants knew how personality tests are scored? A minimal intervention study
2017, Jansen, Anne
Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly telling applicants how personality tests are scored affects faking. Management assistants (N = 187), asked to imagine themselves as job applicants, were either informed about the scoring key or were given no information before filling out a Big Five personality test. Results revealed that this minimal manipulation increased faking. This finding supports the notion that applicants often incorrectly assume that scoring procedures are overly complex and gives practitioners additional reasons to worry about more future faking.
The interactive effect of impression motivation and cognitive schema on self-presentation in a personality inventory
2012, Jansen, Anne
Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures
2013, Jansen, Anne
Applicants' self-presentational behavior across cultures: Less self-presentation in Switzerland and Iceland than in the US
2011, Jansen, Anne
Applicants’ self-presentational behavior: What do recruiters expect and what do they get?
2012, Jansen, Anne
A different look at why selection procedures work: The role of candidates' ability to identify criteria
2011, Jansen, Anne