An investigation of applicant impression management profiles over time
研究了743名真实求职者在技能自评问卷中印象管理行为随时间变化的模式，识别出四种不同的纵向反应类型，帮助雇主通过分析回答模式来识别求职者的印象管理行为。
Abstract Research on applicant impression management (IM) has primarily been conducted in the context of interviews and personality assessments. A gap remains in understanding how applicants manage impressions on self‐report skill and biodata assessments, which are sometimes incorporated in the early stages of ‘skill‐based’ hiring processes. Moreover, there is limited research about IM behaviour over time. We present an exploratory study that identifies profiles of responses to self‐report skill inventories over time in a sample of 743 real‐world job applicants. The results identify four different longitudinal response profiles throughout the job search, indicating that individual differences influence how (or if) applicants manage impressions over time. Implications for theory and practice are discussed, including how employers can identify applicant IM by examining response patterns over time.