Abstract
The job interview is a viable assessment platform for interviewers to determine the viable prospective graduate for job hiring. During such critical meeting point, the fate of fresh graduates is decided by representatives of an organisation on the suitability of an interviewee for the job. Yet many fresh graduates struggle at such entry level gatekeeping to the professional workplace in view of inability to impress the interviewer. Therefore, the purpose of this study is to investigate whether impression management tactics are portrayed by the fresh graduates during job interviews. They were 15 interviewees who participated in the present study. The job interview data from an organisation was analysed qualitatively using impression management tactics (IMTs) theories. The findings show that the interviewees were poor impression management tactics; interviewees indicated lack of self-presentation and exemplification as positive indicators in securing a job. Hence, impression management tactics are essential in job interviews.
Highlights
Prospective employers will normally select the interviewees by evaluating their resumes and considering their credentials and experience in the working environment (Su-Hie, Ernisa, Kee-Man, Jecky & Collin, 2017)
Based on HR officers’ evaluation, IE1, IE2 and IE3 were kept in view HR experts’ evaluation on IE1, IE2 and IE3 were not selected as the four aspects of impression management tactics (IMTs) were not fully covered
The findings of the could redound to the benefit of the higher learning institution, and corporate sectors
Summary
Prospective employers will normally select the interviewees by evaluating their resumes and considering their credentials and experience in the working environment (Su-Hie, Ernisa, Kee-Man, Jecky & Collin, 2017). The interview is conducted to evaluate the capability of the interviewees with particular focus on the way how they impress and interact. The candidate has to be knowledgeable about the job being applied for, and adroit in impression and interaction (Kenayathulla, Ahmad, & Idris, 2019). The interview process is more about tailoring one’s abilities, experience, outlook, qualities and ideals to the desired job (Foss & Littlejohn, 2008). Tailoring one’s abilities, character and ideals to the desired job will help one in the course of selecting a good job, the initial goal should be to be fully aware of one’s abilities and capacity (Macan, 2009)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Malaysian Journal of Social Sciences and Humanities (MJSSH)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
