From the foregoing, it can be concluded that applicants' scores on personality measures are usually higher than are incumbents' scores
. The impact of taking a test in applicant settings on scale structure is less clear, with some finding substantial differences and others finding small or trivial differences. The results of studies on the criterion-related validity of personality measures generally indicate that they work slightly better for incumbents than they do for applicants. So do employee assessment and employee evaluation tests actually work? In short, the evidence indicates that applicants do tend to fake personality measures a little, but the impact of this tendency does not significantly detract from their usefulness and they still form a key part of human resources management.