A candidates’ technique recruiters should be aware of.

The situations that arise during job interviews, involving both the applicants and the interviewers, often bring together unfamiliar or somewhat unfamiliar individuals. Applicants may be acquainted with the organization or company they are interviewing for through the organization's image, while interviewers may only know the applicants through their resumes or CVs. The applicant's ability to create job opportunities depends on techniques for managing impressions, such as presenting certain attractive qualities, including skills or personality traits, avoiding words that create negative feelings in the listener. These are common occurrences in job interviews.

Managing impressions can significantly improve the outcome of interviews. This method helps job applicants from different organizations to be recognized for their abilities, personalities, such as warmth, or even compatibility with other employees in the organization. This leads to a higher likelihood of being selected for the job.

Managing impressions can be divided into two forms: direct and manipulative.

1. Direct impression management refers to when applicants present themselves in a positive light, from dressing professionally and speaking eloquently to managing their online presence. This type of impression management is generally accepted and even expected. Additionally, research has found that direct impression management can predict job performance in some positions, particularly for those with less work experience. However, it's worth noting that while it's common in interviews, managing impressions does not necessarily correlate with job performance in the long term.

2. Manipulative impression management involves intentionally exaggerating or understating personal qualities, interests, or abilities to increase the chances of being selected for a job. For example, an applicant with little work experience might claim to have more experience to improve their chances of being selected. Manipulative impression management is not viewed favorably by organizations that value honesty and integrity. Applicants often engage in manipulative impression management when they are highly motivated to secure a specific job and believe that doing so will improve their chances.

Based on the above information, those responsible for personnel selection should be cautious about the following:

1. Be cautious of applicants who engage in manipulative behavior. Verify qualifications that can be cross-checked or ask additional questions to confirm the accuracy of the information provided.

2. Avoid making hiring decisions solely based on direct impression management, as it is a common practice among applicants, especially in positions where it is not directly related to job performance, such as technical professions or accounting.

3. Consider using personality or psychological assessments to aid in personnel selection, as tests measuring intelligence, personality traits, interests, and other assessments can help in the initial screening process and reduce the impact of impression management on hiring decisions.