The aim of the present research was to investigate candidates’ success in distorting their responses so that they would appear to possess the desired qualities for the job of a call centre manager. A sample of university students and recent university graduates (N1 = 102) participated in the research. They underwent a structured selection interview which examined the domains Extraversion and Honesty-Humility in two situations – a situation of honest responding and a situation of encouraged faking. Simultaneously, we also gathered employment experts’ (N2 = 8) evaluation of ideal responses given by candidates for the position of a call centre manager. The obtained results demonstrated that in Honesty-Humility there is a statistically significant difference between the experts’ evaluation and the candidates’ honest responses, whereas the difference between the experts’ evaluation and the candidates’ responses in the situation of encouraged distortion was not statistically significant. It was thus established that the candidates had successfully recognized the desirable expression of Honesty-Humility in the ideal candidate. The results regarding the domain of Extraversion manifested a statistically significant difference between the experts’ evaluation and the candidates’ answers in both the situation of honest responding and the situation of encouraged distortion. It turned out that the candidates participating in the simulated selection interview had overestimated the ideal candidate’s required level of Extraversion in the situation of encouraged distortion. The experts’ estimate was that the ideal candidate should attain more points than the research participants in the situation of honest responding, yet he/she should score fewer points than them in the situation of response faking.