Problem:
The use of a forced-choice format, which is assumed to be a hard-to-fake method, can be detrimental because trait-specific faking due to different perception of traits will jeopardize the validity of the use of forced-choice scores especially under multicultural or international selection settings. Also, caution should be placed on the recommendation of forced-choice formats when the number of target traits is relatively small because it is easy to identify more or less desirable traits and engage in faking by more or less frequently endorsing statements related to those traits. To effectively control for faking through forced-choice formats, the psychometric literature recommended 30 or more traits (e.g., Bartram, 1996; Bürkner et al., 2019; Schulte et al., 2021) and one of the most frequently employed personnel selection tests, the Occupational Personality Questionnaire (SHL, 2006, 2009) is based on 30 traits. However, most psychological tests utilized in personnel selection are based on a smaller number of constructs, such as five-personality dimensions, and various personality-related subtraits can be merged into the five-factor model, thus developing 30 or more traits may not always be practical (Lee & Smith, 2020a; Meade, 2004; Salgado & Táuriz, 2014). Therefore, the number of traits in a personality test should be considered if a forced-choice format is adopted for multicultural or international selection settings. Need Assignment Help?