Falsification of personality tests in the selection process is a topic that has occupied experts in this field for over 80 years (Vernon, 1934). Falsification, known in English as “faking”, is defined as a deliberate attempt by an individual to distort his answers in order to present himself in a more positive light (Ryan & McFarland, 2000). This behavior has the potential to affect the resulting factor structure of the test, the norms, the validity, and the selection decisions.
