Purpose: The purpose of this study was to assess whether individuals engage in response distortion when applying for which they are highly motivated by job desire. Design/Method/Approach: Participants completed questionnaires regarding scenarios of different jobs to assess the level of job desire and personality dimensions. Personality dimensions were assessed using the 50 item IPIP to determine a representation of the Big Five factor framework commonly relied upon by HR managers. The data was analysed by the use of ttests to determine statistical significance. Findings: Response distortion was found to be significantly higher for all personality variables in the high job desire than in the low job desire. Implications: The results indicate that merely applying for a job can not be assumed to mean that every applicant has the same level of motivation, job desire, and that consequently, the responses to the personality dimensions may be distorted.