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Whoever You Want Me to Be: Personality and Incentives

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  • McGee, Andrew

    (University of Alberta)

  • McGee, Peter

    (National University of Singapore)

Abstract

What can employers learn from personality tests when job applicants have incentives to misrepresent themselves? Using a within-subject, laboratory experiment, we compare personality measures with and without incentives for misrepresentation. Incentivized personality measures are weakly to moderately correlated with non-incentivized measures in most treatments but are correlated with intelligence when test-takers have information about desired personalities or are warned that responses may be verified. We document that actual job ads provide information about desired personalities and that employers in the UK who administer personality tests are also likely to administer intelligence tests despite the potential for substitution between the tests.

Suggested Citation

  • McGee, Andrew & McGee, Peter, 2020. "Whoever You Want Me to Be: Personality and Incentives," IZA Discussion Papers 13809, Institute of Labor Economics (IZA).
    • Handle: RePEc:iza:izadps:dp13809
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    1. Andrew McGee & Peter McGee, 2024. "Whoever you want me to be: Personality and incentives," Economic Inquiry, Western Economic Association International, vol. 62(3), pages 1268-1291, July.

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    More about this item

    Keywords

    screening; hiring; measurement; personality; experiments;
    All these keywords.

    JEL classification:

    • C91 - Mathematical and Quantitative Methods - - Design of Experiments - - - Laboratory, Individual Behavior
    • D82 - Microeconomics - - Information, Knowledge, and Uncertainty - - - Asymmetric and Private Information; Mechanism Design
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General

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