Do job candidates fake to AI? An impression management theory perspective business vs ethical case of DEI and intention to fake in job interview

Purpose: This study, leveraging impression management theory, aims to evaluate if job candidates are more likely to fake interviews when interviewed by artificial intelligence (AI) under the moderating influence of their personality and the issuance of a deception warning. Design/methodology/approach: This study used MANCOVA, followed by mediation and moderated mediation analyses, to test the hypotheses. Findings: This study’s findings suggest that the presence of AI as interviewing agents increases job applicants’ intention to fake job interviews, with the perceived ability of AI vs humans to detect fakeness as a mediator. The conscientiousness of job applicants and warning issuance by the Chief HR officer or CEO moderates the relationship. Originality/value: With the advancement of information technology tools such as AI, job interviews in firms are taken over by AI more than humans. This study pioneers research into the potential for increased faking behaviour by job candidates when interacting with AI interviewers. The current study is also one of the pioneering studies, shining a light on the misuse of IT systems in human resource management practices of organisations.