We begin by defining impression management in interviews and highlighting the critical difference between honest self-presentation and deliberate deception, setting the stage for understanding its long-term consequences.

We delve into how stable personality traits, particularly Honesty-Humility from the HEXACO model, predispose individuals to certain types of impression management, setting the stage for understanding dispositional pathways to workplace deviance.

We explore the 'situational pathway,' focusing on how interview anxiety, a transient state, can drive deceptive impression management. We examine why this anxiety-driven deception may not reliably predict long-term workplace issues.

We synthesize the dispositional and situational pathways, explaining how the dual-pathway model helps differentiate between truly problematic hires and those simply affected by interview stress, and its implications for Counterproductive Work Behaviors (CWB).

We contrast the implications of deceptive IM with honest impression management, exploring how genuine self-presentation can predict positive workplace outcomes like prosocial behavior and self-promotion, offering a balanced perspective.

We wrap up by synthesizing the key insights: differentiating deceptive IM by its cause (disposition vs. anxiety) is crucial for accurate hiring. This allows organizations to identify genuinely problematic candidates while avoiding misjudging anxious but honest individuals.