Nicolas Roulin, Adrian Bangerter and Julia Levashina
Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little…
Abstract
Purpose
Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research has examined interviewers' perceptions of such behaviors. This paper aims to examine if interviewers' perceptions of various IM behaviors converge with applicants' self-reports and the impact of interviewers' IM perceptions on interview outcomes.
Design/methodology/approach
Findings are based on data from a field study of 164 real employment interviews, conducted in recruiting agencies in Switzerland.
Findings
Interviewers' perceptions do not converge with self-reported applicant IM. Interviewers' perceptions of self-promotion and perceived applicant transparency are positively related to interview evaluations, while perceptions of slight image creation tactics are negatively related to interview evaluations. Perceptions of deceptive ingratiation, image protection, and extensive image creation were not related to evaluations.
Practical implications
It may not be that easy for interviewers to identify when applicants use IM, partly because they may be prone to overconfidence in their judgments and may (wrongly) believe they can “see through the applicant”. Also, what may actually matter in interviews is not the impression applicants think they are making, but interviewers' perceptions of applicant IM.
Originality/value
This study investigates interviewers' perceptions in addition to applicants' self-reports of five types of IM in real employment interviews, and how such perceptions are related to interview outcome.
Details
Keywords
Johannes M. Basch, Klaus G. Melchers, Julia Kegelmann and Leonie Lieb
Videoconference interviews and asynchronous interviews are increasingly used to select applicants. However, recent research has found that technology-mediated interviews are less…
Abstract
Purpose
Videoconference interviews and asynchronous interviews are increasingly used to select applicants. However, recent research has found that technology-mediated interviews are less accepted by applicants compared to face-to-face (FTF) interviews. The reasons for these differences have not yet been clarified. Therefore, the purpose of this paper is to take a closer look at potential reasons that have been suggested in previous research.
Design/methodology/approach
The present study surveyed 154 working individuals who answered questions concerning their perceptions of FTF, videoconference and asynchronous interviews in terms of perceived fairness, social presence and the potential use of impression management (IM) tactics. Furthermore, potential attitudinal and personality correlates were also measured.
Findings
Technology-mediated interviews were perceived as less fair than FTF interviews and this difference was stronger for asynchronous interviews than for videoconference interviews. The perceived social presence and the possible use of IM followed the same pattern. Furthermore, differences in fairness perceptions were mediated by perceived social presence and the possible use of IM tactics. Additionally, affinity for technology and core self-evaluations correlated positively with perceptions of videoconference interviews but not with those of FTF and asynchronous interviews.
Originality/value
This is the first study to compare fairness perceptions of FTF, videoconference and asynchronous interviews and to confirm previous assumptions that potential applicants perceive technology-mediated interviews as less favorable because of impairments in social presence and the potential use of IM.
Details
Keywords
Jakari N. Griffith, Candalyn B. Rade and Kemi Salawu Anazodo
The purpose of this paper is to present a systematic review of research conducted over the past ten years (2008–2018) that examines the relationship between criminal record and…
Abstract
Purpose
The purpose of this paper is to present a systematic review of research conducted over the past ten years (2008–2018) that examines the relationship between criminal record and work in the USA. Furthermore, a research agenda is presented that may help to better inform future investigations of the relationships shared between these variables.
Design/methodology/approach
The authors review 58 peer-reviewed research articles identified in four electronic article databases: Business Source Premier, PsycINFO, ProQuest Sociology Collection and ProQuest Criminology Collection.
Findings
Of the 58 articles fitting the final inclusion criteria, 37 evaluated employee specific related outcomes, whereas 24 took the perspective of the employer (including some overlap). Studies employed a variety of methodologies and techniques, with qualitative interviews, archival data and audit methods as the most prevalent. Few studies examined the relationships between criminal record and work in ways that demonstrated improved employment outcomes for both employer and the employed together.
Originality/value
This is one of the first papers to synthesize interdisciplinary literature related to criminal record and employment, including an assessment of the varying methodological treatments and perspectives used in research studies to assess this relationship. The authors believe the findings from this research effort will provide much needed research direction for investigators seeking to make contributions to improving employment outcomes.