Related Experiment Video
Updated: May 9, 2026

Using Practice Testing, Public Speaking, and Source Monitoring to Examine the Influences of Learning Strategies and Stress on Episodic Memory
Published on: June 14, 2019
Retesting personality in employee selection: implications of the context, sample, and setting
Courtney L Holladay1, Emily David, Stefanie K Johnson
1MD Anderson Cancer Center, University of Texas, USA. CLHolladay@mdanderson.org
Abstract:
The present study sought to assess when and how actual job applicants change their responses when filling out an unproctored personality selection assessment for a second time. It was predicted feedback would be a key contextual motivator associated with how much applicants change their answers during the second administration. Mediation results showed that individuals receiving feedback that showed a low score on the personality assessment was the reason they did not get the job were more likely to employ faking response strategies in the second testing session, predicting the highest change in scores between the first and second testing sessions. Individuals receiving no feedback and those not experimentally motivated to fake (i.e., a comparison group of students) showed less change in responses across administrations.
Related Concept Videos
Self-Report Tests of Personality
Confirmation Biases
Implicit Personality Theories
Stereotype Threat and Self-fulfilling Prophecies
Cultural Influences on Personality
Theory of Attribution II: Kelley's Covariation Theory
