Think twice before faking this test! The CPQ's mFr and mHr Response Set

By Dr. Larry Craft

When your candidate responds to one of the two CPQ 'forced choice' statements, you'll quickly notice that the candidate is required to respond a second time before proceeding to the next set of statements. This unique requirement separates the CPQ from all other questionnaires in the industry. It is designed to discourage applicants who are trying to 'sell themselves' or 'fake' the questionnaire to get the best scores. If your candidate still tries to leave an unrealistically favorable impression, the Internet version of the CPQ actually interrupts candidates and provides a real-time warning to discourage their exaggerated responses.  

Before your candidates begin the CPQ, instruct your candidate to respond TWICE to each set of statements. In the first set (the most Favorable response, mFr) tell candidates to purposefully 'fake' the test to leave the most favorable response that they think will generate the highest score. Tell them, "Don't describe yourself, describe the perfect candidate who will get the highest score." Then tell your candidates to respond to the most Honest response, mHr, in the following way: "Now describe yourself honestly and accurately and even self-critically. Don't 'sell yourself' whatever you do or you'll be asked to take the questionnaire all over again."

When these and other response patterns are analyzed, the resulting Accuracy Index found on the CPQ Compatibility Chart tells you if you can depend upon your candidate's CPQ results. Each candidate receives one of three Accuracy Index ratings:

High Accuracy
Even when describing potentially negative behaviors, your applicant has been frank and forthright. If the individual's Compatibility Rating is High, this applicant's personality and motivation are compatible to the job description. In addition, be sure to assess his or her ability (skills, knowledge and experience) and reliability (work ethic/self-discipline) through the use of CraftSystems' Interviewing Guide. When it comes to coaching or training your new employee, there is evidence that suggests employees with High Accuracy (especially when coupled with low Good Impression) have fewer ego defenses, causing them to be more open and receptive to instruction.

Moderate Accuracy
There were times when your applicant unintentionally attempted to leave an unrealistically favorable impression. Some of the scores will be less accurate than others. Cross-validate these test results using our follow-up questions that are available on the Internet CPQ Compatibility Chart. Generally, these results can still be used for training and development purposes. You should know that a Moderate Accuracy rating often indicates one of two personality types: The Egotist or the Compliant. Egotists find it most difficult to admit any shortcomings and are often difficult to coach. Compliants, on the other hand, are so highly motivated to please others that they strive to be perfectionists and are devastated when they fail to please others. Note: Compliant personalities can be recognized by their low Need for Control (Nc) scores and high scores on Need to Nurture (Nn) while Egotists have high Nc and low Nn.

Invalid
This Invalid rating is based on extensive research from candidates who attempted to 'sell themselves' to leave an unrealistically favorable impression when responding to the CPQ. Though many of your candidate's individual responses may be accurate, the overall Compatibility Score cannot be calculated. As a result, CraftSystems recommends that you DO NOT use these CPQ results in your hiring/selection decision.  Instead, rely on your candidate's Employment Interview Guide responses, background history, and other information. It is important to understand that there is no research that indicates Invalid results are related to honesty or dishonesty. This candidate's results/reports should only be used for employee development or training. 

Important Note:You should know that there are literally hundreds of personality questionnaires in the marketplace. Psychologists developed the great majority to use in a mental health (not employment) environment where faking was seldom a problem. A host of other personality tests were recently developed by marketing specialists who have very little knowledge of test validity or reliability. The test items are so transparent that any 'test-wise' applicant can see-through the questionnaire and respond in a way that generates the highest possible score. Very few of the existing personality tests have the sophistication and research required to reduce and measure applicant faking. Whichever questionnaire you're presently using, you can test its transparency by giving it to a few of your employees and asking your employees to fake the test to get the highest score. If the test developer's scoring routine does not warn you of 'invalid' or 'questionable' scores, you should reconsider your use of their test.

Assess the Assessment! If you are a manager with 10 or more employees, business owner, or a consultant, we invite you to complete our complimentary 10-15 minute CPQ personality profile and receive its personalized reports as well as a copy of Dr. Craft's "Developing HorsePower" audio cd. All information will be kept confidential and will not be distributed without your written permission.