Impression Management Strategies Continued

1.     Be agreeable. This doesn’t mean to not have an opinion when needed, however, don’t be the one team member that doesn’t agree to anything. The pleasant and positive nature of agreeable employees seems to have a positive impression on their supervisors (Weng & Chang, 2015).

2.     Be conscientiousness. Conscientiousness employees are persistent and well organized (Goldberg, 1990). These employees know he value of getting the task completed for the betterment of the team and the company. They understand the company values and mission.

3.     Leader-member exchange is a series of dyadic interactions between managers and employees (Dienesch & Liden, 1986). Interviewees should be aware of and learn about leader-member exchange before the interview. They should read on personality traits and be aware of what theirs are and how personality traits interact with leader-member exchange. Personality traits are crucial factors to influence leader-member exchange (Weng & Chang, 2015).



Dienesch, R. M., & Liden, R. C. (1986). Leader-member exchange model of leader- ship: a

critique and further development. Academy of Management Review, 11(3), 618e634.


Goldberg, L. R. (1990). An alternative “description of personality”: the big five factor

structure. Journal of Personality and Social Psychology, 59(6), 1216e1229

Weng C. & Chang W (2015). Does impression management really help? A multilevel testing of

the mediation role of impression management between personality traits and leader–member exchange Asia Pacific Management Review, Volume 20, Issue 1, 2015, pp. 2-10

Impression Management Strategies

1. Be a relationship builder. Being able to get along in a team environment is important because it is likely the interviewee will be working with the same group of people daily. Having the strength to build relationships determines the amount of mental effort, information, and social support that are exchanged between the leader and the employee (Linden, Wayne, & Sparrowe, 2000).

2. Have an extraversion mentality. Extraversion is one of the big five personality traits. Employees with an extraversion personality are highly energetic and aggressive with a strong drive for interacting with other people (Costa & McCrae, 1992; Digman, 1990).

Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory and new five-

factor inventory: professional manual. Lutz, FL: Psychological Assessment Resources.

Digman, J. M. (1990). Personality structure: emergence of the five-factor model. Annual

Review of Psychology, 41, 417e440.


Liden, R. C., Wayne, S. J., & Sparrowe, R. T. (2000). An examination of the mediating role of

psychological empowerment on the relationships between the job, interpersonal

relationships, and work outcomes. Journal of Applied Psychology, 85(6), 407e416.


Pay Attention Non-Verbal Cues

Nonverbal cues are shown via an interviewees mannerisms and behaviors. These nonverbal cues can be physical or verbal however, the physical nonverbal cues matter the most during the interviewing process. It is wise for the interviewee to evaluate how their body language and manners may look to the interviewer (Tomazin, 2014). Interviewees should be mindful of how they move their hands, the tapping of feet, no eye contact, and placement of arms (such as crossing them). These body movements don’t speak confidence and capability to the interviewer (Tomazin, 2014). To make a positive impression in the interview the interviewee should smile, have eye contact, and sit properly with their back straight. Have a pleasant relaxed look and ensure a firm hand shake is given (Tomazin, 2014).

Tomazin, M. (2014). Mature Job Seekers Need to Act Their Age. USA Today 

Magazine, 143(2832), 36-38.

Appearance Really Matters

Appearance matters in interviews. The idea is for the interviewer to remember what the interviewee is saying not what they are wearing. Below are three tips interviewees should take into consideration when preparing to dress for an interview. 

1.     Dress appropriately for the position. Research the company’s culture. Speak to the recruiter about what dress is most appropriate for the company and position.

2.     Do not try to appear too youthful. Trying to convey youthfulness in clothing such as short skirts and high fitting pants will not send a positive message about the interviewee’s interest in the job. Convey youthfulness in your attitude and ideas, not in your style of dress (Tomazin, 2014).

3.     Ensure the clothing fits. Clothing that does not fit not only conveys the interviewee is uncomfortable but they are detracting from their natural look (Tomazin, 2014). When the interviewee is comfortable their confidence will show. Tomazin, M. (2014). Mature Job Seekers Need to Act Their Age. USA Today Magazine, 143(2832), 36-38.