Practical Limitations in Making Decisions Regarding the Distribution of Applicant Personality Test Scores Based on Incumbent Data |
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| Authors: | Jennifer P. Bott Matthew S. O’Connell Mano Ramakrishnan Dennis Doverspike |
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| Affiliation: | (1) Department of Marketing and Management, Miller College of Business, Ball State University, Muncie, IN 47306, USA;(2) Select International, Inc., Pitsburgh, PA, USA;(3) George Washington University, Washington, DC, USA;(4) Department of Psychology, University of Akron, Akron, OH, USA |
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| Abstract: | For practitioners, the possibility of faking on personality tests has potential implications that are much broader than those captured by current theoretical debates over criterion-related validity, factor structure, or psychological processes. One unexplored potential impact of response distortion involves the pass rates associated with applying cutoff scores developed using a concurrent validation design to applicant samples. This practitioner-oriented paper compared applicant and incumbent scores on three personality dimensions and uncovered significant standardized group differences. These differences greatly influenced pass rates for three different selection models, which impacted expected utility of the selection system. Potential solutions for practitioners are provided, along with recommendations for future research in this area. An earlier version of this paper was presented at the annual meeting of the Society for Industrial and Organizational Psychologists in Orlando, Florida. |
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| Keywords: | Response distortion Faking Personality tests Utility Cutoffs Scores Selection |
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