Candidates' use of deceptive impression management (IM) during the employment interview has been found to influence employment outcomes. Unfortunately, interviewers are often unable to detect when deceptive IM is used. The current study applied research on cues to deception to the employment interview context to examine which micro‐ and macro‐level behavioral cues are indicators of deceptive IM. One hundred nine individuals completed mock employment interviews. We found that interviewees who used deceptive IM exhibited restrained facial behavior (i.e., less smiling), unrestrained verbal behavior (i.e., more speaking errors, less silences), and, unexpectedly, gave off the impression of being less anxious. The results suggest that behavioral cues have promise for future efforts to increase interviewers' ability to detect deception.
This study examined criterion-related validity for job-related composites of forced-choice personality scores against job performance using both Thurstonian Item Response Theory (TIRT) and Classical Test Theory (CTT) scoring methods. Correlations were computed across 11 different samples that differed in job or role within a job. A meta-analysis of the correlations (k = 11 and N = 613) found a higher average corrected correlation for CTT (mean ρ = .38) than for TIRT (mean ρ = .00). Implications and directions for future research are discussed.
Interview anxiety is negatively related to interview performance; however, its relation to job performance is unknown. It could correlate negatively with job performance, and it could moderate the interview performance–job performance relation. In a sample of applicants for Residence Assistant positions, interview anxiety had near‐zero correlations with job performance, rated by supervisors and supervisees. It moderated the relation between interview performance and supervisor‐rated facilitating peer and team performance, such that interview performance did not predict this job performance component for anxious applicants. The moderation was not found for supervisor‐rated task proficiency, or for supervisee ratings of either job performance component, suggesting that the impact of interview anxiety depends on rater source and which job performance component is rated.
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