Companies and organizations use integrity tests to screen job applicants, and the fakability of these tests remains a concern. The present study uses two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB) and the personality constructs related to integrity test scores. The results demonstrate that the PRB can be successfully faked. Moreover, a within-participants design resulted in significantly greater faking than the between-participants design. The personality constructs conscientiousness, agreeableness, and neuroticism were significantly correlated with honest scores on the PRB, and there was a significant negative correlation between conscientiousness and magnitude of faking.