Looking Good and Lying to Do It: Deception as an Impression Management Strategy in Job Interviews

By Brent Weiss, R. Feldman. 2006

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The employment interview: A review of current studies and directions for future research (2009, background): “Alternatively, they may use them with a clear and conscious intention of being dishonest in the way they are portraying themselves (Weiss & Feldman, 2006).”
Honest and deceptive impression management in the employment interview: : Can it be detected and how does it impact evaluations? (2015, background): “…that IM or faking does not seriously attenuate the validity of selection instruments (Barrick & Mount, 1996; Ones & Viswesvaran, 1998), although faking can influence the ranking of applicants and, thus, hiring decisions (Stewart, Darnold, Zimmerman, Parks, & Dustin, 2010; Weiss & Feldman, 2006).”
Interviewers' perceptions of impression management in employment interviews (2014, background): “The majority of existing studies has been done with students (Levashina and Campion, 2007; Weiss and Feldman, 2006; Dwight and Donovan, 2003; Swider et al., 2011) or with entry-level applicants who were asked to describe their recent application experience (Donovan et al.”
Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB (2012, background): “For example, in the interview context, self-rated Extraversion has been positively related to self-promotion (Kristof-Brown, Barrick, & Franke, 2002) and to number of lies told during an interview for self-promoting purposes (Weiss & Feldman, 2006).”