TY - JOUR AB - 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. VL - 29 IS - 2 SN - 0268-3946 DO - 10.1108/JMP-10-2012-0295 UR - https://doi.org/10.1108/JMP-10-2012-0295 AU - Roulin Nicolas AU - Bangerter Adrian AU - Levashina Julia PY - 2014 Y1 - 2014/01/01 TI - Interviewers' perceptions of impression management in employment interviews T2 - Journal of Managerial Psychology PB - Emerald Group Publishing Limited SP - 141 EP - 163 Y2 - 2024/09/19 ER -