Abstract: Personality tests are easy to be faked in occupational selection situations, so that their validity is challenged. Many researchers applied themselves to solve the problems of faking and further explored whether or not and how candidates did fake, how faking adversely affected the tests and so on. During several decades, some special research patterns including experimental inducement, pre-group and scale designs gradually came out. Results showed that most of candidates did fake, while faking did not play an important role; faking was not social-desirability but job-desirability response. At present the methods coping with faking is not perfect with lower validity. In a conclusion, faking is a serious problem for personality tests which is difficult to settle, so it is imperative to develop regenerate theories and methods

Key words: personality tests, faking, , occupational selection, social desirability