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Selbstdarstellungsverhalten in eignungsdiagnostischen Interviews – Was Sie gegen Faking und Impression Management tun können

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Eignungsdiagnostische Interviews

Zusammenfassung

Auswahlprozesse sind häufig langwierige Verfahren, in die Bewerber:innen viel Zeit investieren, um zu einem Interview eingeladen zu werden. Ist es dann so weit, versuchen sie, einen möglichst guten Eindruck zu machen. Dafür zeigen sie sowohl ehrliche als auch unehrliche Formen (= Faking) von Impression-Management-Verhalten, um möglichst gute Chancen auf die erwünschte Stelle zu haben. Dieses Kapitel gibt einen Überblick über die unterschiedlichen Arten von Impression Management und wie verbreitet dieses Verhalten überhaupt ist. Zudem wird aufgezeigt, durch welche personenbezogenen, situativen und kontextbezogenen Einflussfaktoren Impression Management beeinflusst wird. Darüber hinaus wird darauf eingegangen, inwieweit dieses Verhalten ein Problem für die Personalauswahl darstellt und was praktisch dagegen getan werden kann.

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  1. Institut für Psychologie und Pädagogik, Abteilung Arbeits- und Organisationspsychologie, Universität Ulm, Ulm, Deutschland

    Benedikt Bill & Klaus G. Melchers

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  1. Benedikt Bill
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Correspondence to Benedikt Bill .

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    Susanne Schulte

  2. Berlin, Deutschland

    Maren Hiltmann

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Bill, B., Melchers, K.G. (2023). Selbstdarstellungsverhalten in eignungsdiagnostischen Interviews – Was Sie gegen Faking und Impression Management tun können. In: Schulte, S., Hiltmann, M. (eds) Eignungsdiagnostische Interviews. Springer Gabler, Wiesbaden. https://doi.org/10.1007/978-3-658-38720-4_7

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