This paper investigates the relative effectiveness of the use of 2 impression-management tactics—ingratiation and self-promotion—on interviewers' evaluations of an applicant in a laboratory setting. It was suggested that the use of a single tactic would be better than the use of no tactic; that the use of self-promotion would be more successful than the use of ingratiation; and, finally, that the use of a combination of tactics would lead to the best evaluations. Results were largely in line with our hypotheses. Interviewer ratings and action recommendations were more positive in the combination condition, followed by the self-promotion condition, the ingratiation condition, and the neutral condition. Theoretical and practical implications are discussed.