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A review of applicant faking in selection interviews
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Outgoing claims: the papers this work cites, builds on, or argues with.
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Will I Fake It? The Interplay of Gender, Machiavellianism, and Self-monitoring on Strategies for Honesty in Job Interviews
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Why do Situational Interviews Predict Job Performance? The Role of Interviewees’ Ability to Identify Criteria
inferredcites →https://doi.org/10.1007/s10869-015-9407-8openalex-snapshot
Cross-Cultural Differences in the Attitude Toward Applicants’ Faking in Job Interviews
inferredcites →https://doi.org/10.1007/s10869-015-9410-0openalex-snapshot
Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?
inferredcites →https://doi.org/10.1007/s10869-018-9531-3openalex-snapshot
Tell Me Sweet Little Lies: How Does Faking in Interviews Affect Interview Scores and Interview Validity?
inferredcites →https://doi.org/10.1007/s10869-019-09664-5openalex-snapshot
Do You Fake More Because of Your Neighbors? A Multi-level Study on Regional and Individual Predictors of Faking Intentions Across the USA
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The theory of planned behavior
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Measurement and Control of Response Bias
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The employment interview: A review of current studies and directions for future research
inferredcites →https://doi.org/10.1016/j.obhdp.2011.05.006openalex-snapshot
Overclaiming as a measure of faking
inferredcites →https://doi.org/10.1016/j.paid.2013.02.027openalex-snapshot
The impact of “non-targeted traits” on personality test faking, hiring, and workplace deviance
inferredcites →https://doi.org/10.1016/j.paid.2018.08.020openalex-snapshot
Is it time to kill the detection wizard? Emotional intelligence does not facilitate deception detection
inferredcites →https://doi.org/10.1016/s0092-6566(02)00505-6openalex-snapshot
The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy
inferredcites →https://doi.org/10.1016/s1053-4822(99)00019-4openalex-snapshot
Towards a Theory of Applicant Faking: Integrating Studies of Deception
inferredcites →https://doi.org/10.1017/orp.2015.7openalex-snapshot
Individual Differences in Intention to Fake Job Interviews: Personality, Self-Monitoring, and the Theory of Planned Behaviour
inferredcites →https://doi.org/10.1027/1866-5888/a000046openalex-snapshot
Applicants’ Self-Presentational Behavior
inferredcites →https://doi.org/10.1027/1866-5888/a000207openalex-snapshot
Identifying Applicant Faking in Job Interviews
inferredcites →https://doi.org/10.1027/1866-5888/a000208openalex-snapshot
Do Attractiveness and Competition Influence Faking Intentions in Selection Interviews?
inferredcites →https://doi.org/10.1027/1866-5888/a000211openalex-snapshot
Using the Theory of Planned Behavior to Predict Faking in Selection Exercises Varying in Fidelity
inferredcites →https://doi.org/10.1027/1866-5888/a000222openalex-snapshot
The Influence of Competition on Motivation to Fake in Employment Interviews
inferredcites →https://doi.org/10.1037//0021-9010.78.6.966openalex-snapshot
The Big Five in personnel selection: Factor structure in applicant and nonapplicant populations.
inferredcites →https://doi.org/10.1037//0021-9010.80.5.587openalex-snapshot
Making the right impression: A field study of applicant impression management during job interviews.
inferredcites →https://doi.org/10.1037//0021-9010.85.5.812openalex-snapshot
Variance in faking across noncognitive measures.
inferredcites →https://doi.org/10.1037//0022-3514.47.5.1063openalex-snapshot
Effects of actual deception and suspiciousness of deception on interpersonal perceptions.
inferredcites →https://doi.org/10.1037//0033-2909.107.1.34openalex-snapshot
Impression management: A literature review and two-component model.
inferredcites →https://doi.org/10.1037/0021-9010.90.3.536openalex-snapshot
Assessing Personality With a Structured Employment Interview: Construct-Related Validity and Susceptibility to Response Inflation.
inferredcites →https://doi.org/10.1037/0021-9010.92.6.1638openalex-snapshot
Measuring faking in the employment interview: Development and validation of an interview faking behavior scale.
inferredcites →https://doi.org/10.1037/0022-3514.86.1.162openalex-snapshot
General Mental Ability in the World of Work: Occupational Attainment and Job Performance.
inferredcites →https://doi.org/10.1037/0033-2909.134.4.477openalex-snapshot
Individual differences in judging deception: Accuracy and bias.
inferredcites →https://doi.org/10.1037/a0015946openalex-snapshot
Faking and personality assessment in personnel selection: Advancing models of faking.
inferredcites →https://doi.org/10.1037/a0016532openalex-snapshot
What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance.
inferredcites →https://doi.org/10.1037/a0024005openalex-snapshot
Managing and creating an image in the interview: The role of interviewee initial impressions.
inferredcites →https://doi.org/10.1037/a0026655openalex-snapshot
Testing the efficacy of a new procedure for reducing faking on personality tests within selection contexts.
inferredcites →https://doi.org/10.1037/apl0000046openalex-snapshot
How and why do interviewers try to make impressions on applicants? A qualitative study.
inferredcites →https://doi.org/10.1080/08959280903120295openalex-snapshot
“I Know What You Want to Know”: The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity
inferredcites →https://doi.org/10.1080/08959285.2010.530634openalex-snapshot
Selling Oneself: Construct and Criterion-Related Validity of Impression Management in Structured Interviews
inferredcites →https://doi.org/10.1080/08959285.2011.580808openalex-snapshot
Applicant Faking, Social Desirability, and the Prediction of Counterproductive Work Behaviors
inferredcites →https://doi.org/10.1080/08959285.2011.597472openalex-snapshot
Faking in Personality Assessment: A “Multisaturation” Perspective on Faking as Performance
inferredcites →https://doi.org/10.1080/08959285.2011.597473openalex-snapshot
Methods of Measuring Faking Behavior
inferredcites →https://doi.org/10.1080/08959285.2011.597475openalex-snapshot
First Dates and Little White Lies: A Trait Contract Classification Theory of Applicant Faking Behavior
inferredcites →https://doi.org/10.1080/08959285.2011.597477openalex-snapshot
Understanding Faking Behavior Through the Lens of Motivation: An Application of VIE Theory
inferredcites →https://doi.org/10.1080/08959285.2014.974758openalex-snapshot
Faking Good and Faking Bad Among Military Conscripts
inferredcites →https://doi.org/10.1080/1359432x.2014.915215openalex-snapshot
Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance
inferredcites →https://doi.org/10.1093/9780197809013.003.0029openalex-snapshot
Applicant Reactions to Testing and Selection
inferredcites →https://doi.org/10.1093/acprof:oso/9780195387476.001.0001openalex-snapshot
New Perspectives on Faking in Personality Assessment
inferredcites →https://doi.org/10.1097/acm.0b013e31828b3389openalex-snapshot
Core Personal Competencies Important to Entering Students’ Success in Medical School
inferredcites →https://doi.org/10.1108/jmp-10-2012-0295openalex-snapshot
Interviewers' perceptions of impression management in employment interviews
inferredcites →https://doi.org/10.1111/apps.12072openalex-snapshot
When Winning is Everything: The Relationship between Competitive Worldviews and Job Applicant Faking
inferredcites →https://doi.org/10.1111/ijsa.12010openalex-snapshot
Assessment of Situational Demands in a Selection Interview: Reflective style or sensitivity?
inferredcites →https://doi.org/10.1111/ijsa.12106openalex-snapshot
Cues to Deception in the Employment Interview
inferredcites →https://doi.org/10.1111/ijsa.12115openalex-snapshot
Applicant Anxiety: Examining the sex‐linked anxiety coping theory in job interview contexts
inferredcites →https://doi.org/10.1111/ijsa.12135openalex-snapshot
Behavioral Cues as Indicators of Deception in Structured Employment Interviews
inferredcites →https://doi.org/10.1111/ijsa.12142openalex-snapshot
A Theoretical Model of Psychometric Effects of Faking on Assessment Procedures: Empirical findings and implications for personality at work
inferredcites →https://doi.org/10.1111/ijsa.12225openalex-snapshot
How much self‐presentation behavior do applicants from the United Arab Emirates exhibit?
inferredcites →https://doi.org/10.1111/ijsa.12260openalex-snapshot
Why does impression management positively influence interview ratings? The mediating role of competence and warmth
inferredcites →https://doi.org/10.1111/j.0021-9029.2006.00052.xopenalex-snapshot
Toward an Integrated Model of Applicant Faking Behavior1
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Looking Good and Lying to Do It: Deception as an Impression Management Strategy in Job Interviews
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The Impact of Job Complexity and Study Design on Situational and Behavior Description Interview Validity
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Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews
inferredcites →https://doi.org/10.1111/j.1468-2389.2006.00353.xopenalex-snapshot
A Model of Faking Likelihood in the Employment Interview
inferredcites →https://doi.org/10.1111/j.1468-2389.2006.00354.xopenalex-snapshot
A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures
inferredcites →https://doi.org/10.1111/j.1468-2389.2009.00469.xopenalex-snapshot
They Don't Do It Often, But They Do It Well: Exploring the relationship between applicant mental abilities and faking
inferredcites →https://doi.org/10.1111/j.1468-2389.2009.00483.xopenalex-snapshot
‘Faking’ From the Applicant's Perspective: A theory of self‐presentation in personnel selection settings
inferredcites →https://doi.org/10.1111/j.1468-2389.2011.00562.xopenalex-snapshot
Applicants' Self‐presentational Behavior across Cultures: Less self‐presentation in S witzerland and I celand than in the U nited S tates
inferredcites →https://doi.org/10.1111/j.1468-2389.2012.00596.xopenalex-snapshot
How Much do C hinese Applicants Fake?
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It's not what you are, it's what you know: experience, beliefs, and the detection of deception in employment interviews
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DEVELOPMENTS IN THE CRITERION‐RELATED VALIDATION OF SELECTION PROCEDURES: A CRITICAL REVIEW AND RECOMMENDATIONS FOR PRACTICE
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The Failure of Social Desirability Measures to Capture Applicant Faking Behavior
inferredcites →https://doi.org/10.1111/j.1754-9434.2008.00058.xopenalex-snapshot
Stubborn Reliance on Intuition and Subjectivity in Employee Selection
inferredcites →https://doi.org/10.1111/peps.12052openalex-snapshot
The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature
inferredcites →https://doi.org/10.1111/peps.12079openalex-snapshot
Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?
inferredcites →https://doi.org/10.1111/peps.12285openalex-snapshot
“I (might be) just that good”: Honest and deceptive impression management in employment interviews
inferredcites →https://doi.org/10.1146/annurev-psych-010213-115134openalex-snapshot
A Century of Selection
inferredcites →https://doi.org/10.1146/annurev.psych.59.103006.093716openalex-snapshot
Personnel Selection
inferredcites →https://doi.org/10.1177/00131649921969802openalex-snapshot
Meta-Analyses of Fakability Estimates: Implications for Personality Measurement
inferredcites →https://doi.org/10.1177/014920638901500405openalex-snapshot
The Effects of Applicant Impression Management Tactics on Interviewer Judgments
inferredcites →https://doi.org/10.1177/1088868306294907openalex-snapshot
Empirical, Theoretical, and Practical Advantages of the HEXACO Model of Personality Structure
inferredcites →https://doi.org/10.1177/1529100610390861openalex-snapshot
Pitfalls and Opportunities in Nonverbal and Verbal Lie Detection
inferredcites →https://doi.org/10.1177/2041386610387000openalex-snapshot
A different look at why selection procedures work
inferredcites →https://doi.org/10.1177/2041386615580875openalex-snapshot
A dynamic model of applicant faking
inferredcites →https://doi.org/10.1207/s15327043hup1601_1openalex-snapshot
Do Warnings Not to Fake Reduce Faking?
inferredcites →https://doi.org/10.1207/s15327043hup1601_4openalex-snapshot
An Assessment of the Prevalence, Severity, and Verifiability of Entry-Level Applicant Faking Using the Randomized Response Technique
inferredcites →https://doi.org/10.1207/s15327043hup1701_1openalex-snapshot
Structured Interviewing for OCB: Construct Validity, Faking, and the Effects of Question Type
inferredcites →https://doi.org/10.1207/s15327957pspr1003_2openalex-snapshot
Accuracy of Deception Judgments
inferredcites →https://doi.org/10.25035/pad.2016.001openalex-snapshot
Individual Differences Predicting Impression Management Detection in Job Interviews
inferredcites →https://doi.org/10.25035/pad.2016.002openalex-snapshot
Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda
inferredcites →https://doi.org/10.3389/fpsyg.2016.01771openalex-snapshot
To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions
inferredcites →https://doi.org/10.3389/fpsyg.2017.00029openalex-snapshot
Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews
inferredcites →https://doi.org/10.3389/fpsyg.2017.00686openalex-snapshot
Individual Difference Variables and the Occurrence and Effectiveness of Faking Behavior in Interviews
inferredcites →https://doi.org/10.3389/fpsyg.2017.00839openalex-snapshot
Parenting Stress, Mental Health, Dyadic Adjustment: A Structural Equation Model
inferredcites →https://doi.org/10.3389/fpsyg.2017.01294openalex-snapshot
Editorial: Impression Management and Faking in Job Interviews
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Truth or Deception: The Impact of Videoconferencing for Job Interviews
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Incoming claims: where this work appears in other papers’ reference lists and arguments.
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The Effects of Trait Modesty on Texting While Driving Intention
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Shake and Fake: the Role of Interview Anxiety in Deceptive Impression Management
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The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience
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Impression Management Profiles in Job Interviews: Relations with Applicant Individual Differences and Interview Outcomes
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How Do Situational Cues Influence Honest and Deceptive Impression Management in Selection Interviews? A Grounded Theory Study
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Game on, Faking off? Are Game-Based Assessments Less Susceptible to Faking Than Traditional Assessments?
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Investigating Deceptive Impression Management in Behavioral Description Interviews Through a Cognitive Load Perspective
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Rethinking Interview Design: Does Asking About Maximum and Typical Performance in the Job Interview Affect Impression Management and Predictions of Job Performance?
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Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies
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A theoretical model of cross‐cultural impression management in employment interviews
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Self‐verification behavior as an employment interview tactic
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Gamifying a personality measure by converting it into a story: Convergence, incremental prediction, faking, and reactions
inferred← citeshttps://doi.org/10.1111/ijsa.12402openalex-snapshot
Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews
inferred← citeshttps://doi.org/10.1111/ijsa.12422openalex-snapshot
WEIRDness abounds! Sample characteristics, restricted variance, and why they matter for international selection and assessment research
inferred← citeshttps://doi.org/10.1111/ijsa.12460openalex-snapshot
Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews
inferred← citeshttps://doi.org/10.1111/ijsa.12476openalex-snapshot
Investigating impression management use in asynchronous video interviews across 10 countries
inferred← citeshttps://doi.org/10.1111/ijsa.12482openalex-snapshot
Effects of a constructed response retest strategy on faking, test perceptions, and criterion‐related validity of situational judgment tests
inferred← citeshttps://doi.org/10.1111/ijsa.12495openalex-snapshot
Reality or illusion: A qualitative study on interviewer job previews and applicant self‐presentation
inferred← citeshttps://doi.org/10.1111/ijsa.12496openalex-snapshot
Assessment order and faking behavior
inferred← citeshttps://doi.org/10.1111/ijsa.12505openalex-snapshot
A multimodal approach to faking detection in a selection interview
inferred← citeshttps://doi.org/10.1111/ijsa.12511openalex-snapshot
Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations
inferred← citeshttps://doi.org/10.1111/ijsa.12515openalex-snapshot
Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews
inferred← citeshttps://doi.org/10.1111/ijsa.70006openalex-snapshot
Social Desirability Tendency in Personality‐Based Job Interviews—A Question of Interview Format?
inferred← citeshttps://doi.org/10.1111/ijsa.70014openalex-snapshot
Can Interviewees Fake Out AI? Comparing the Susceptibility and Mechanisms of Faking Across Self‐Reports, Human Interview Ratings, and AI Interview Ratings
inferred← citeshttps://doi.org/10.1111/ijsa.70037openalex-snapshot
Why Personnel Selection Should Target Job Performance AND Well‐Being
inferred← citeshttps://doi.org/10.1111/ijsa.70039openalex-snapshot
“It Feels Wrong”: Understanding Reactions to Artificial Intelligence as a Decision‐Maker in Selection Through the Lens of Moral Foundations Theory
inferred← citeshttps://doi.org/10.1111/ijsa.70077openalex-snapshot
Testing After ChatGPT: Aggregate Change in Applicant Assessment Scores
inferred← citeshttps://doi.org/10.1111/ijsa.70079openalex-snapshot
How (Not) to Incorporate Employee Well‐Being as a Selection Criterion: Commentary on König et al. (2026)
inferred← citeshttps://doi.org/10.1111/joop.70009openalex-snapshot
An investigation of applicant impression management profiles over time
inferred← citeshttps://doi.org/10.1111/peps.12578openalex-snapshot
Personnel selection: A review of ways to maximize validity, diversity, and the applicant experience
inferred← citeshttps://doi.org/10.1145/3627631.3627636openalex-snapshot
Automatic assessment of communication skill in real-world job interviews: A comparative study using deep learning and domain adaptation.
inferred← citeshttps://doi.org/10.1177/02683962261462966openalex-snapshot
It’s not what you say, but how you say it: Using artifact intelligence to detect deception in natural speech in an HR recruiting context
inferred← citeshttps://doi.org/10.1177/10944281241279790openalex-snapshot
Measuring Personality When Stakes Are High: Are Graded Paired Comparisons a More Reliable Alternative to Traditional Forced-Choice Methods?
inferred← citeshttps://doi.org/10.2139/ssrn.4703704openalex-snapshot
Warning Messages Against Faking in Selection Interviews: The Role of the Dark Triad Traits
inferred← citeshttps://doi.org/10.2139/ssrn.5564684openalex-snapshot
The Impact of Retaking University Entrance Exams: Substantial Personality Shifts and Modest IQ Gains
inferred← citeshttps://doi.org/10.21825/ewopinpractice.89676openalex-snapshot
The importance of understanding work-as-done: Implications for research and practice in organizational psychology
inferred← citeshttps://doi.org/10.24230/kjiop.v34i3.479-510openalex-snapshot
The effect of socio-economic status on impression management (IM) in employment interviews: The mediating effect of the sense of control
inferred← citeshttps://doi.org/10.24230/kjiop.v35i2.155-185openalex-snapshot
New Normal in Recruitment Market, The Use of Transparency and Warning Message in Non face-to-face Interview
inferred← citeshttps://doi.org/10.25035/pad.2021.01.006openalex-snapshot
Unintended Consequences of Interview Faking: Impact on Perceived Fit and Affective Outcomes
inferred← citeshttps://doi.org/10.25035/pad.2021.01.007openalex-snapshot
Liar, Liar, Pants on Fire: How Verbal Deception Cues Signal Deceptive Versus Honest Impression Management and Influence Interview Ratings
inferred← citeshttps://doi.org/10.25035/pad.2021.01.008openalex-snapshot
The Effect of Organizational Culture on Faking in the Job Interview
inferred← citeshttps://doi.org/10.25035/pad.2021.01.009openalex-snapshot
“If Others Are Honest, I Will Be Too”: Effects of Social Norms on Willingness to Fake During Employment Interviews
inferred← citeshttps://doi.org/10.25035/pad.2021.01.010openalex-snapshot
Job Seekers’ Impression Management on Facebook: Scale Development, Antecedents, and Outcomes
inferred← citeshttps://doi.org/10.25035/pad.2021.02.003openalex-snapshot
A Test of Expectancy Theory and Demographic Characteristics as Predictors of Faking and Honesty in Employment Interviews
inferred← citeshttps://doi.org/10.25035/pad.2024.01.001openalex-snapshot
Enhancing Consistency of Maximal Responding in Behavior Description Interviews: An Exploration of Priming and Response Length
inferred← citeshttps://doi.org/10.29086/10413/22277openalex-snapshot
Developing a predictive model using Twitter dataset for recruiting job-fit candidates in higher education institutions
inferred← citeshttps://doi.org/10.2991/aebmr.k.211119.015openalex-snapshot
Problematic Issues of Personality Assessment in Selection: an Exploration Study in Vietnam
inferred← citeshttps://doi.org/10.31234/osf.io/8rt3jopenalex-snapshot
Measuring Personality When Stakes Are High: Are Graded Paired Comparisons a More Reliable Alternative to Traditional Forced-Choice Methods?
inferred← citeshttps://doi.org/10.3389/fpsyg.2020.02034openalex-snapshot
An Investigation of Situational and Dispositional Antecedents of Faking Intentions in Selection Interviews
inferred← citeshttps://doi.org/10.3389/fpsyg.2023.1166225openalex-snapshot
Detecting ulterior motives from verbal cues in group deliberations
inferred← citeshttps://doi.org/10.3389/fpsyg.2025.1592996openalex-snapshot
Testing personality in student selection: dispositional but not situational characteristics predict faking
inferred← citeshttps://doi.org/10.3390/jintelligence9010013openalex-snapshot
The Good, the Bad, and the Clever: Faking Ability as a Socio-Emotional Ability?
inferred← citeshttps://doi.org/10.46569/20.500.12680/8049gb54qopenalex-snapshot
Impress without Faking: Exploring the Relationships between Impression Management and Interview Anxiety
inferred← citeshttps://doi.org/10.46569/20.500.12680/9593v117popenalex-snapshot
Social Perceptions Mediates between Personality and Performance Ratings Using Asynchronous Video Interviews
inferred← citeshttps://doi.org/10.47119/ijrp1001491520246466openalex-snapshot
Exploring Empowerment in Education: Enhancing Efficiency Through Workflow Optimization, Employee Selection, and Training Practice
inferred← citeshttps://doi.org/10.51415/ajims.v7i2.2672openalex-snapshot
A Binary LSTM Self-Attention Mechanism Model for Mitigating Academic Ingratiation in the Selection Interview
inferred← citeshttps://doi.org/10.51415/ajims.v8i1.2672openalex-snapshot
A Binary LSTM Self-Attention Mechanism Model for Mitigating Academic Ingratiation in the Selection Interview
inferred← citeshttps://doi.org/10.54254/2754-1169/86/20240953openalex-snapshot
Exploring Interview Dynamics in Hiring Process: Structure, Response Bias, and Interviewee Experience
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