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.
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.
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.