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Rating: 
Summary: Useful book
Review: Hoffman does talk about the Lie Scales mentioned by the graduate student. The student does at least reveal a potential conflict of interest: employment with a company that designs these instruments. I found the book very helpful in demystifying a tool that businesses use to screen out, rather than dealing with individuals. I haven't stolen from my employers, nor am I likely to "go postal", but I do fear these tests, along with everything else that's intended to make sheep out of American employees. As for an introvert cheating on a personality test so that he/she can get a sales job, I suspect an interview will catch the intelligence problem.
Rating: 
Summary: Misinformation that will get you nowhere.
Review: I am a graduate student getting my Ph.D. in Clinical Psychology. I also work for a company that designs, administers, and interprets personality-based pre-employment tests for use by corporations. I can say, without reservation, that Dr. Hoffman's book is full of misinformation that will not only not help you, but could also hurt your chances at gaining employment. Dr. Hoffman's premise is that these type of tests are designed to prevent you from getting the job you want. This is not true. The tests do two things (and they do them quite well): 1) identify people who have been problem employees in the past; and 2) compare candidates' basic personality traits with the requirements for success on the job. 1. The basic premise of the the "Honesty" or "Integrity" test is that candidates who will end up stealing from their employer have stolen from their employers in the past. Dishonest candidates get "caught" by the tests because they figure that "since everyone is dishonest, it is stupid to portray yourself as *squeaky clean* and so they admit to these past thefts. Dishonest candidates steal *a lot* more than the average person who has had an occassional moral lapse. Identifying the difference between serious criminals and average people is what these tests do. If you are not a crook, you have nothing to fear from these tests. If you *are* a crook, I think that it is unethical for Dr. Hoffman to abet your criminal activities. Unfortunately for the honest candidate, Dr. Hoffman does not make it clear that these tests also contain Lie Scales that will catch any attempt to portray yourself as "squeaky clean." Employers know that not everyone is completely honest, and responding to the survey as if you were will probably get your application flagged. 2. I do not understand why Dr. Hoffman would suggest to anyone that they misrepresent themselves on tests of basic personality. All you will get is an offer for a job that will not match your personality, that will make you miserable, and at which you will eventually fail. Think about it: You decide to apply for a sales job, even though you are an Introvert and do not enjoy meeting new people. You read Hoffman's book and learn how to misrepresent yourself as an Extrovert on a pre-employment test. You fake your way through the interview and get the job. Now what? You've just put yourself in a position where you have to "fake it" Monday through Friday, from 9 to 5. If you had represented yourself honestly, it is possible that you would have received a job offer for an administrative position, i.e. one that better matched your natural style - and one in which you would be happier and more successful. When you are conducting a job search, the question you should ask yourself is, "Is this the right job for me, i.e. does this job match my talents, skills, and temperament?" By looking at these tests as just another way of answering that question, you can relieve a lot of anxiety you might have about completing these tests. You do not need to waste your money on this rather insubstantial book.
Rating:
Summary: UH OH!!!
Review: I must react to those who have taken the high moral ground in this debate relative to "Tell the Truth, etc." We're talking corporations here, and not Ben and Jerry's. Any person who has any idea of their own inner world and motivations knows that we are complex and frequently conflicted beings. We may crave notoriety or we may struggle with a naturally shy personality, but we have free will and thus we behave as we must to survive. Like the vegetable vendor who sells his bushel of fruit by placing the perfect pieces on the top; if you want cash for your tomatos, learn how to do likewise. And the honesty, if it is to be maintained, is a two way process is it not? But do the employers stipulate what sort of personality-types they are seeking?
Frankly, the fact that psychology- a healing discipline- is perjured in this manner is unsettling. The individual subordinated to the workplace agenda.
If people did not manipulate their scores, the shy and the 'honest' would be shuttled to the streets. Only an honest person would admit to stealing or cheating or other 'red flags.' If this author is correct- they would be disqualified. One of my questions was do I wish people would seek my autograph? Honestly- yes, if I wrote a great book or if I negotiated peace somewhere- but do I wish I were Brittney or any celebrity gracing People magazine? Frankly, not at all. So, what do you answer? Well you answer- yes, if you wish to be interpreted as a go-getter extrovert. If the author is correct, and my hunch says that he is, most employers are seeking a workaholic, extraverted, squeaky clean, visionary. How's that for a nightmare co-worker? My advice is to read the book, get the job and be as good a person as you can. As to the moralists- Only the out-of-work preachers may apply.
Rating:
Summary: Must read before a pre-employment personality testing.
Review: I read this book as I prepared for a rigorous pre-employment psychometric test and I found it very useful and approachable. It provides wonderful insight into the personality attributes such tests are trying to get at with some of their more puzzling lines of questioning. (For advice on tackling other parts of a standard psychometric test -- including sections assessing numerical, verbal and analytical abilities -- I also recommend Mark Parkinson's HOW TO MASTER PSYCHOMETRIC TESTS.)
Rating:
Summary: Fabulous!
Review: This book can be extrmemly helpful to anyone facing corporate personality tests. It contains expert tips on what corporations are looking for, a helpful glossary of terms, and hundreds of sample questions. If you want to get ahead in corporate America, buy this book.
Rating: 
Summary: Watch out!
Review: This is probably a great book if you're interviewing for an entry-level or medium-level position. But be careful if it is for a higher-level position... ...First of all, Mr. Hoffman points out that you should either chose "1" or "5" because testers like the extremes. At higher levels, it appears the testers don't need extreme points of view on all things. In fact, it might suggest inflexibility. But he is right that you should not chose "3" for everything either. Secondly, Mr. Hoffman suggests you choose "5" in all things relating to Extraversion if the job you seek is in sales or directly related to sales... However, the test I took interpreted my selecting "5" on Extraversion as me having a massive Donald-Trump-sized ego. In fact, the test results did not even have extroversion as a category. My suggestion is buy the book to understand why people use the test, but be honest about yourself. Who wants to test into a position that is incompatible with your personality anyway?
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