What is a major drawback of personality measuring devices in competitive selection?

The major drawback of personality measuring devices in competitive selection is the fakeability of responses. This refers to the possibility that candidates can manipulate their answers on personality assessments to present themselves in a more favorable light, thereby skewing the results. This issue is significant because if individuals are able to provide misleading or untruthful responses, the validity and reliability of the personality assessment are compromised, making it difficult to accurately gauge whether a candidate's personality traits align with the job requirements.

In competitive selection, where finding the right fit for a position is crucial, the potential for candidates to "fake" their responses poses a challenge. Employers rely on these assessments to make informed decisions, but if candidates can easily alter their responses to suit what they believe the employer desires, the tool loses its effectiveness.

While other factors such as the cost of materials, inability to predict job performance, and lack of reviewability may have implications in different contexts, they are not as directly related to the core function and potential misuse of personality measuring devices as the issue of fakeability.