This study investigates the extent to which response distortion occur when implicit measures of personality traits are used in applied settings. Two groups composed of 58 security guards and 45 semiskilled workers, respectively, completed five Implicit Association Tests (IATs) for assessing the Big Five personality traits as a part of a personnel assessment program. They additionally completed a self‐report measure of the same personality dimensions. Scores on the Big Five IATs and self‐ratings of personality were obtained also by 52 volunteers who responded anonymously for research purposes. Results showed that participants under evaluative testing conditions scored significantly higher than volunteers on explicit measures of agreeableness, conscientiousness, and emotional stability. On the contrary, no significant differences were found in the Big Five IATs. Practical implications of findings and future research directions are discussed.