Measuring faking in the employment interview: development and validation of an interview faking behavior scale.
An Interview Faking Behavior (IFB) scale is developed and validated in 6 studies (N = 1,346). In Study 1, a taxonomy of faking behavior is delineated. The factor structure of a measure is evaluated and refined (Studies 2 and 3). The convergent and discriminant validity of the measure is examined (Study 4). The IFB scale consists of 4 factors (Slight Image Creation, Extensive Image Creation, Image Protection, and Ingratiation) and 11 subfactors (Embellishing, Tailoring, Fit Enhancing, Constructing, Inventing, Borrowing, Masking, Distancing, Omitting, Conforming, and Interviewer Enhancing). A study of actual interviews shows that scores on the IFB scale are related to getting a 2nd interview or a job offer (Study 5). In Study 6, an experiment is conducted to test the usefulness of the new measure for studying methods of reducing faking using structured interviews. It is found that past behavior questions are more resistant to faking than situational questions, and follow-up questioning increases faking. Finally, over 90% of undergraduate job candidates fake during employment interviews; however, fewer candidates engage in faking that is semantically closer to lying, ranging from 28% to 75%.
Levashina
Julia
J
School of Business, Indiana University Kokomo, Kokomo, IN 46904-9003, USA. jlevashi@iuk.edu
Campion
Michael A
MA
D008192:Deception; D004651:Employment; D005163:Factor Analysis, Statistical; D006801:Humans; D007407:Interviews as Topic; D015203:Reproducibility of Results; D011795:Surveys and Questionnaires