The study's intention was to shed light on how recruiters experience the employment
interview. The problem statements which the study was based on was how the employment
interview can be designed so that a credible picture of the candidate are perceived and which
impression strategies recruiters experience that candidates use during the job interview. And
also how these strategies can be managed by recruiters. The premise of the employment
interview is to create interaction between a candidate and a recruiter. The interaction is later
evaluated by the recruiter. It's therefore important for the candidates to paint a good picture of
themselves. But how honest are the candidates in the presentation of themselves and how can
the recruiter handle the candidate’s impression strategies?
With these questions in mind this study took its form. The theoretical standpoint was based on
Goffman’s theories and focus was directed at impression management, where both verbal and
nonverbal impressions are used to affect other people. Earlier research has been studied to
acquire more knowledge about the employment interview, impression management and its
In this study, five interviews with recruiters took place at four different staffing agencies.
Semi-structured interviews were used to obtain the answers to the study’s problem statements.
The result indicated that the employment interview can be designed so that a credible picture
of the candidate is perceived. Furthermore, the main strategies that recruiters experienced that
candidates used were verbal. The recruiters who had broader work experience had more
knowledge about the employment interviews pitfalls. Therefore, they could handle the
candidate’s different strategies. Other things that were of importance in order for the recruiter
to handle the candidate’s strategies was the balance of power on the job interview together
with the recruiters own self-confidence and authority in their profession.
2016. , 42 p.