Abstract
AbstractOrganizations are increasingly employing personality assessments as part of their selection processes due to their predictive value for job‐related outcomes. However, applicant faking can undermine the validity of such measures. This study explored a novel faking prevention method using the dual task paradigm. Respondents in the dual task conditions memorized a series of five or seven digits while attempting to fake their responses on a personality measure. Their results were compared with a no dual task condition in which respondents were also instructed to fake. Our results revealed that faking performance was limited, and criterion‐related validity was improved in the dual task conditions compared with the no dual task condition. The practical implications and future directions for this initial proof of concept are discussed.
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