Abstract: Faking is universal among all stages of personnel selection and will finally lead to unreliable selection. The implication of faking varies from researchers to researchers due to their different understanding of faking structure, source of variation and level of faking. Many faking measurements derive from these different definitions, among which baseline offsets, cognitive pattern, inserted scales and behavior monitoring are the most commonly used ones. In this paper, the four methods are classified in terms of indicators, frequencies and contents, whose effectiveness and practicability in personnel selection varies. Future studies should focus on improving extant methods, developing new methods to measure faking motivation, enhancing the study on procedural control of faking behavior and delving into individual differences in faking.

Key words: faking, measurements of faking, personnel selection