Examining the relationship between individual differences of job applicants as a potential predictor of deceptive impression management on LinkedIn profiles; the moderating role of job desirability

Abstract

This empirical research investigated the relationship between individual differences and deceptive impression management using LinkedIn as a selection tool. Additionally, it seeks to establish the moderating function of job desirability in the connection. This survey was done with 370 Pakistani job seekers who used LinkedIn to hunt for employment. The findings indicate that job candidates with dark triad personality characteristics engage in deceptive impression management. Among other traits, Narcissist job applicants engage in less deceptive impression management. In addition, the influence of job desirability as a moderator has been shown, indicating that it strengthens the relationship. Moreover, the study has also shown some additional patterns in terms in data, for instance males job applicant are found to be involved more in deceptive impression management as compare to females’ job applicant. Also, applicant with experience in job hunting has shown considerable involvement to apply deceptive impression management technique, when applying for job through LinkedIn.