Applicant Impression Management: Dispositional Influences and Consequences for Recruiter Perceptions of Fit and Similarity

Abstract

This study investigates how applicant characteristics influence the use of impression management (IM) tactics in interviews, and how these behaviors affect interviewer perceptions of person-job fit (P-J fit) and applicant-interviewer similarity. Results from 72 applicants demonstrated that extraverted applicants made greater use of self-promotion during their interviews, while agreeableness was associated with non-verbal cues. Self-promotion was the IM tactic most strongly related to interviewers’ perceptions of P-J fit, whereas non-verbal IM influenced perceived similarity. The practical implications of these findings for applicant preparation are discussed, as well as concerns regarding the long-term effects of IM use on selection decision making.