Author(s): Andrew McGee & Peter McGee
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Screening based on personalities gives job applicants incentives to misrepresent themselves. If groups misrepresent themselves in different fashions, then biases in the hiring process may arise. Using a within-subject, laboratory experiment comparing personality measures with and without incentives for misrepresentation, we find evidence of racial differences in faking behavior, but no evidence of gender differences. Faking attenuates gender differences evident in unincentivized personality measures but leads to racial differences where no differences exist in unincentivized measures. Our findings indicate that selection based on incentivized personality measures has the potential to adversely impact racial minorities in hiring.
Published: 2023-01-16 15:45:13 PT
Stage: Working Paper
Fields: Experimental Economics
Research Group(s): Playground, UARK
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Versions: v1 (01/16/2023)