Employment interviews are often used in making hiring decisions, and as such, interview accuracy is critical. One obstacle that organizations face is that as an interviewer is trying to evaluate an interviewee, the interviewee is simultaneously trying to present him or herself as the best candidate through the use of Impression Management (IM). This study investigates the novel application of three different warning instructions as a method to reduce IM usage in the interview. Results indicated that warning instructions do not appear to influence IM tactic usage or applicant reactions in the interview. Supplemental analyses revealed significant main and moderating effects of an individual difference, Honesty-Humility. Though warnings did not have a direct effect on IM tactic usage, they appear to influence cognitions related to response distortion. Additionally, as Honesty-Humility was positively related to the use of extensive IM tactics, screening procedures may be needed.
Keywords: warning instructions, impression management, employment interview, honesty-humility, selection