SIMULATED IDENTITY [RE]CONSTRUCTION IN RECRUITMENT AND SELECTION PROCESSES. LYING IN THE JOB INTERVIEW

Authors

  • Mihaela AVRAM MA student at Communitarian Security and Violence Control, Sociology and Social Work Department, Faculty of Philosophy and Social-Political Sciences, “Alexandru Ioan Cuza” University of Iaşi, Carol I 11, 700506, Iaşi, Romania
  • Adrian-Lucian LUPU Associate professor PhD, Department of Sociology and Social Work, Faculty of Philosophy and Social Political Sciences, “Alexandru Ioan Cuza” University of Iaşi, Carol I 11, 700506, Iaşi, Romania

Keywords:

social interaction, dramaturgical perspective, impression management, job interview, lying

Abstract

In this paper, we consider job interview as a form of social interaction, from Goffman’s dramaturgical perspective. During a job interview, the candidate and the recruiter use impression management tactics; these two social actors engage in a impression management process, with reciprocal attempts to create positive impressions and to influence each other in order to achieve the desired results. An applicant or a recruiter (or both of them) can use one or more impression management tactics (nonverbal, verbal, assertive, defensive, honest or deceptive tactics). All interviewed candidates have used a form of impression management during the job interviews they attended to, claiming that due to the use of some tactics, whether honest or deceptive, they have been perceived as more competent and more suitable for a particular job. Although the use of impression management by recruiters in job interviews was a topic neglected by the literature, this research has proven the presence of this phenomenon in social reality and the necessity of deeping this subject, using specific methodologies.

References

Babbie, E. (2010). Practica cercetării sociale. Polirom, Iași.

Bangerter, A., Roulin, N., König, C.J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97, 719-738.

Barrick, M.R., Shaffer, J.A., DeGrassi, S.W. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94, 1394.

Bolino, M.C., Turnley, W.H. (1999). Measuring impression management in organiza-tions: A scale development based on the Jones and Pittman taxonomy. Organizational Research Methods, 2, 187-206.

Delery, J., Kacmar, K. (1998). The influence of applicant and interviewer characteristics on the use of impression management. Journal of Applied Social Psychology, 28, 1649-1669.

DePauolo, B.M., Lindsay, J.J., Malone, B.E., Muhlenbruck, L., Charlton, K., Cooper, H. (2003), Cues to deception. Psychological Bulletin, 129, 74-118.

Ellis, A.P., West, B.J., Ryan, A.M., DeShon, R. (2002). The use of impression manage-ment tactics in structured interviews: A function of question type? Journal of Applied Psychology, 87, 1200-1208.

Fleming, P., Zyglidopoulos, S.C. (2008). The Escalation of Deception in Organization. Journal of Business Ethics, 81, 837-850.

Fletcher, C., Lopes, J. (2004). Fairness of Impression Management in Employment Interviews: A Cross-Country Study of the Role of Equity and Machiavellianism. Social Behavior and Personality, 32(8), 747-768.

Glaser, B.G., Strauss, A.L. (1967). The Discovery of Grounded Theory: strategies for qualitative research. New Jersey.

Goffman, E. (2007). Viața cotidiană ca spectacol (ed. 2nd). Comunicare.ro, București.

Lefter, V., Deaconu, A., Manolescu, A. (2012). Managementul resurselor umane. Pro Universitaria, București.

Leary, M.R., Kowalski, R.M. (1990). Impression management: A literature review and two-component model. Journal of Personality and Social Psychology, 107(1), 34-47.

Levashina, J., Campion, M.A. (2006). A Model of Faking Likelihood in the Employ-ment Interview. International Journal of Selection and Assessment, 14(4), 299-316.

Lewis, M.A., Neighbors, C. (2005). Self-determination and the use of self-presentation strategies. The Journal of Social Psychology, 145, 469-489.

Rosenfeld, P. (1997). Impression Management, Fairness, and the Employment Interview. Journal of Business Ethics, 16, 801-808.

Roulin, N., Krings, F., Binggeli, S. (2016). A dynamic model of applicant faking. Organizational Psychology Review, 6, 145–170.

Schlenker, B.R. (1980). Impression Management: The self-concept, social identity, and relations. CA: Brooks/Cole, Monterey.

Schneider, D.J. (1981). Tactical-self-presentations: Toward a broader conception. In J. T. Tedeschi, Impression management theory and social psychological research. Academic Press, New York, 23-40.

Schneider, L., Powel, D.M., Roulin, N. (2015), Cues to Deception in the Employment Interview, International Journal of Selection and Assessment, 23(2), 182-190.

Stevens, C.K., Kristof, A.L. (1995). Making the Right Impression: A Field Study of Applicant Impression Management During Job Interviews. Journal of Applied Psychology, 50(5), 587-606.

Turnley, W.H., Bollino, M.C. (2001). Achieving desired images while avoiding undesired images: Exploring the role of self-monitoring in impresiion management. Journal of Applied Psychology, 86, 351-360.

Additional Files

Published

22-12-2017

Issue

Section

ARTICLES