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A common question from clients and recruiters is “what do I do if my candidate(s) show evidence of social desirability?” This article helps you to consider this situation from the angle of the assessment itself and the interview process.
Most high-quality personality and self-rating assessments these days include social desirability scales. These measure a candidate’s approach to the assessment and his/her response style, and provide an indication of the validity of results.
Social desirability is measured on the basis of audit questions. These questions are separate from the construct-related questions in the personality assessment. The social desirability scores are not specifically linked to one or more personality constructs.
At HFMtalentindex we measure two types of social desirability, both of which are rated on a scale of one to three:
Evidence of impression management implies that the candidate consciously shared a more positive image of him/herself, typically aligned to their expectations of the role.
A higher score on impression management is more common in people from collectivist cultures. In addition, higher scores on impression management are far more common in selection scenarios than in developmental scenarios – this is due to the high-stakes environment of recruitment and selection, as people often feel that creating a more positive image of themselves will help them to “get the job”.
Individuals applying for sales, commercial and management-level positions typically score higher on impression management. According to Jan Meijning, senior psychologist, this is logical from a sales perspective as the candidate is “selling themselves” when completing the assessment. Since selling themselves for such functions is quite logical behavior, this impression management score is self-explanatory and not necessarily problematic. “My way of dealing with it is to discuss the score with the candidate. In general, he/she understands the point. I ask the candidate if they can help identify where they might have presented themselves more enthusiastically than normal.”
A candidate will show evidence of self-deception if they unknowingly have an unrealistic image of themselves. A very high score on Self-deception is rare (1% of candidates), while some indication of self-deception occurs in 4% of candidates.
If a candidate shows evidence of self-deception, there is no point asking them to recomplete the assessment. Because their bias is unconscious, they will not recognise the need to be more transparent, and they will typically argue that the assessment itself is not an honest reflection.
When dealing with a higher score on Impression Management, it is acceptable to ask the candidate to re-complete the assessment (depending on advice from the assessment provider). At HFMtalentindex we follow a set procedure for impression management scores of 2 or 3:
Making use of competency-based interview questions is the best way to validate scores found in the competency assessment. This is even more true in the case of impression management, as it allows the interviewer to explore the results and compare them to the candidate’s interview responses.
A few tips:
Self-deception and the interview
When faced with a high self-deception score in the interview, do not get into a discussion with the candidate about the detailed assessment results. Someone with an unconscious unrealistic self-image will always insist that the results are not accurate. Instead, ask the candidate about his/her strengths and weaknesses, and ask for examples of these.