This study examined the fairness of impression management in employment interviews. It hypothesized that interviewee perceptions of interviewer impression management, greater impression management by the organization in job ads, interview experience, gender and country would predict perceptions of interviewee impression management fairness. The study found support for hypotheses that more positive perceptions of interviewer impression management and greater organizational impression management in job ads led to more positive views of applicant impression management fairness. It also found country predicted views of applicant impression management fairness but not gender. The research suggests impression management in interviews can impact validity and fairness of hiring decisions.

1. Communication inemployment Interview

3. Implicit sources of bias in employment interview judgments and decisions

8. Method Sample A- Participants = 163, UK students= 81 and Portugal students= 82 Sample B- effectiveness of the organizational IM manipulation was checked using Sample A’s Portuguese. In UK using an independent convenience sample N=74 Measures1.IM Fairness itemsFor interviewer fairness items:“At job interviews, interviewers may behave in certain ways in order to create a good impression of themselves and their organization, therefore how fair is it for interviewers to do each of the things listed below to create a good impression?” (1= always fair; 5= never fair)

9. For interviewee: “In order to make a good impression at the interview (for job mention in IM and no IM ad), you may behave in particular ways. How fair would it be for you to do each of the things listed below?” (1= totally fair; 5=totally unfair) 2.Machiavellianism:using the scale the scale’s items are worded positively and negatively (from +3= strongly agree to -3= strongly disagree) 3.Organizational IM:using two Ad “when writing this ad, how hard do you think the organization was trying to make good impression on potential candidate?” (1= very hard, 5=not hard at all)

10. Procedure The Portuguese translation of the questionnaire was checked through. The participants was presented with 1. The interview IM fairness items 2. Job advertisement and interviewee IM fairness item 3. Machiavellianism scale RESULT No IM ad M=2.28IM ad M=1.78 Interviewer IM fairness= .798 Interviewee IM fairness= .868 Machiavellianism= .66

13. Relevance Of this Research

16. Implicit sources of bias in employment interview judgments and decisions

18. H2- type H1-typee Hypotheses

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23. Relevance Of this Research

25. Future Trend