Part 1: Interviewee Brochure Begin by conducting an Internet search to locate common suggestions for job applicants for preparing for an interview. Imagine that you have been hired by a local community library to present a workshop assisting individuals who are looking for employment. For this workshop, you have been asked to create a brochure to provide to prospective job-seekers as a way to help them to land their dream job. In this brochure, be sure to address the following: • Compile a list of the five most effective impression management strategies that are suggested for applicants to use during the interview. Cite the recent scholarly research on this topic to support your recommendations in your handout.

QUESTION

Books and Resources for this Week
Pennington, D. C., Flanagan, C., & Banyard, P. (2012). Social cognition. London, GBR: Routledge.
Ekman, P., & O’Sullivan, M. (1991). Who can catch a liar? American Psychologist, 46(9), 913-920.
Ekman, P., Friesen, W. V., & O’Sullivan, M. (1988). Smiles when lying. Journal of Personality and Social Psychology, 54(3), 414-420.
Gray, R. (2011). Lies, liars, and lie detection. Federal Probation, 75(3), 31-36.
Mann, S., Vrij, A., & Bull, R. (2004). Detecting true lies: Police officers’ ability to detect suspects’ lies. Journal of Applied Psychology, …
O’Sullivan, M. (2003). The fundamental attribution error in detecting deception: The boy-who-cried-wolf effect. Personality and Social Psychology …
Rowh, M. (2012). Six tips for making a good first impression. American Psychological Association.
Cuddy, A. (2012). Your body language shapes who you are. TED Conferences, LLC.
Assignment: Create Brochures: Impression Management Strategies for Job Applicants and Interviewers
Instructions
For this task, create two separate brochures – one for prospective job applicants, and one for interviewers to use to help them select the best candidate for the job. You will conclude this assignment with a brief summary paper.
Use your new found knowledge of social psychologists’ views concerning the influential power of first impressions to create this week’s assignment.
Part 1: Interviewee Brochure
Begin by conducting an Internet search to locate common suggestions for job applicants for preparing for an interview. Imagine that you have been hired by a local community library to present a workshop assisting individuals who are looking for employment. For this workshop, you have been asked to create a brochure to provide to prospective job-seekers as a way to help them to land their dream job. In this brochure, be sure to address the following:
• Compile a list of the five most effective impression management strategies that are suggested for applicants to use during the interview. Cite the recent scholarly research on this topic to support your recommendations in your handout.
• Include a brief discussion about how much appearance or preparation matters, and why, and what applicants need to be mindful of before interviewing.
• Include some discussion about whether it is important to monitor nonverbal cues and behaviors. If it is important, explain how or in what way it is important. Which non-verbal behaviors seem to matter most in creating positive impressions when on an interview, and why is this the case?
• Describe how the strategies which you have selected are supported by the scholarly research in social psychology. Explain your suggestions briefly, and then support your recommendations by citing the recent scholarly peer-reviewed literature on this topic. As an example, if appearance is important in making a good first impression, how important is it? In what way does it matter? What are some tips for job seekers to remember? What study or theory supports this?
Length: 2-4 pages for interviewee brochure
Part 2: Interviewer Brochure
Now, create a separate handout for interviewers to use when screening applicants. Include the following in this brochure:
• Provide a list of the five top recommendations supported by the recent research, for interviewers to consider before conducting interviews?
• Provide strategies that will assist interviewers in accurately assessing whether or not an applicant is a good fit for the position.
Length: 1 page for interviewer brochure
Part 3: Summary
Conclude with a brief summary about first impressions based on your research for this assignment for both interviewers and interviewees to consider.
Begin your paper with a definition of impression management in your own words. Share your list of the five most effective strategies for both job applicants and interviewers (10 in total), and then present your analysis. Support your paper with at least five references from peer-reviewed journals.
Length: 1 to 2-page paper
Your assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and use current APA standards for citations and references.

ANSWER

Impression Management Strategies for Job Applicants and Interviewers

Introduction

Impression management plays a significant role in job interviews, as it influences the perceptions and opinions others form about individuals. Creating a positive first impression is crucial for both job applicants and interviewers. This brochure provides valuable insights and evidence-based strategies to optimize the impression management process during interviews.

Part 1: Interviewee Brochure

Effective Impression Management Strategies for Job Applicants:

Research suggests several highly effective strategies for job applicants during interviews. These strategies have been found to influence interview outcomes positively:

Preparation: Thoroughly research the company, its values, and the job position. This demonstrates enthusiasm and a genuine interest in the organization, impressing the interviewer.

Nonverbal communication: Pay attention to body language and nonverbal cues. Maintain eye contact, display positive facial expressions, and engage in active listening. These behaviors convey confidence, interest, and professionalism.

Positive self-presentation: Emphasize relevant skills, experiences, and accomplishments. Present them in a confident and authentic manner, while remaining humble. This highlights the applicant’s qualifications and suitability for the position.

Adaptability and flexibility: Demonstrate the ability to adapt to new situations and show openness to learning and growth. Employers value candidates who can readily adjust to the evolving demands of the job.

Building rapport: Establish a connection with the interviewer by asking insightful questions, demonstrating genuine interest, and engaging in conversation beyond the interview questions. This helps create a positive and memorable impression.

Appearance and Preparation

While appearance is not the sole determinant of interview success, it does contribute to the initial impression. Dressing appropriately for the position and practicing good grooming are essential. Additionally, punctuality, thorough research about the company, and thoughtful preparation of questions showcase professionalism and dedication.

Monitoring Nonverbal Cues and Behaviors

Nonverbal cues play a significant role in creating positive impressions during interviews. It is important to focus on maintaining good posture, using appropriate hand gestures, and displaying active listening skills. These behaviors contribute to conveying confidence, interest, and professionalism, which are highly valued by interviewers.

Supporting Research in Social Psychology

Scholarly research in social psychology supports the importance of impression management strategies. For example, studies have shown that a well-groomed appearance positively influences interview outcomes. Additionally, nonverbal cues, such as eye contact and positive body language, significantly impact interviewers’ impressions of applicants.

Part 2: Interviewer Brochure

Recommendations for Interviewers

Recent research suggests the following recommendations for interviewers to enhance their evaluation process:

Structured interviews: Use a standardized set of questions for all candidates to ensure fairness and comparability in evaluations.

Active listening: Pay attention to both verbal and nonverbal cues displayed by candidates. Active listening facilitates better understanding of their responses and provides deeper insights.

Behavioral interviewing: Ask candidates to provide specific examples of past experiences and behaviors to assess their skills and competencies effectively. This approach helps predict future job performance.

Use of multiple interviewers: Involve a panel of interviewers to minimize individual biases and increase the accuracy of evaluations. Multiple perspectives lead to more well-rounded assessments.

Evaluation rubrics: Develop a clear evaluation rubric based on job-specific criteria. This ensures consistency in assessing candidates and facilitates fair and objective decision-making.

Part 3: Summary

First impressions are critical in the interview process for both interviewees and interviewers. Job applicants should focus on effective impression management strategies such as preparation, nonverbal communication, positive self-presentation, adaptability, and building rapport. Interviewers, on the other hand, should employ strategies like structured interviews, active listening, behavioral questioning, multiple interviewers, and evaluation rubrics to enhance their decisionmaking process.

Conclusion 

In conclusion, optimizing impression management in job interviews is essential for both job applicants and interviewers. By employing evidence-based strategies, applicants can present themselves in the best possible light and increase their chances of success. Similarly, interviewers can enhance their evaluation process by following recommended practices to make informed decisions. Understanding the significance of first impressions and utilizing effective impression management strategies can contribute to positive outcomes in the job selection process.

References

Pennington, D. C., Flanagan, C., & Banyard, P. (2012). Social cognition. London, GBR: Routledge.https://www.taylorfrancis.com/books/mono/10.4324/9780203136089/social-cognition-donald-pennington 

Ekman, P., & O’Sullivan, M. (1991). Who can catch a liar? American Psychologist, 46(9), 913-920. https://journals.sagepub.com/doi/10.1111/1467-9280.00147 

Ekman, P., Friesen, W. V., & O’Sullivan, M. (1988). Smiles when lying. Journal of Personality and Social Psychology, 54(3), 414-420. https://pubmed.ncbi.nlm.nih.gov/3361418/ 

Gray, R. (2011). Lies, liars, and lie detection. Federal Probation, 75(3), 31-36. https://psycnet.apa.org/record/2012-00765-005 

Mann, S., Vrij, A., & Bull, R. (2004). Detecting true lies: Police officers’ ability to detect suspects’ lies. Journal of Applied Psychology, … https://www.researchgate.net/publication/8881167_Detecting_True_Lies_Police_Officers’_Ability_to_Detect_Suspects’_Lies 

O’Sullivan, M. (2003). The fundamental attribution error in detecting deception: The boy-who-cried-wolf effect. Personality and Social Psychology … https://journals.sagepub.com/doi/10.1177/0146167203254610 

Rowh, M. (2012). Six tips for making a good first impression. American Psychological Association. https://www.healthline.com/health/first-impressions