Recently, there has been a resurgence of interest in the use of response latencies in psychological assessment. Some research has suggested that response times associated with answering personality and integrity questionnaires may be useful in differentiating among honest responders and individuals who are lying. Using an experimental paradigm with 100 unemployed individuals seeking work, the ability of personnel test item response latencies to distinguish between subjects instructed to lie and those instructed to respond honestly was examined. Based on a general model of lying derived from schema theory, it was predicted that applicants who were lying on a personnel test would take relatively longer to admit to negative or delinquent behaviors than job candidates who were responding honestly. The results demonstrated support for the general model of lying, and discriminant function analysis indicated that response latencies to items on standard personnel tests could significantly differentiate between those who were lying and those who were honest. Theoretical and applied implications are discussed. (Author/BF)