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

Summary/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.

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