The purpose of this study was to examine the effects of interviewee's impression management behavior and interviewer's chronic regulatory focus on evaluation of interviewee. The experiment used 2(interviewee's impression management behavior: self-focused / other-focused) x 2(interviewer's chronic regulatory focus: promotion focus / prevention focus) between subject design. To manipulate interviewee's impression management behavior, two different forms of scenario were developed. In the scenario which contains self-focused impression management behavior, the interviewee used 'self-promotion', 'entitlements', and 'overcoming obstacle' to give good impression to interviewer. In the scenario which contains other-focused impression management behavior, the interviewee used 'opinion conformity', 'other enhancements', and 'fit-with-organization' to give good impression to interviewer. These two scenarios were randomly distributed to participants. Interviewer's chronic regulatory focus was measured by Chun(2008)'s Korean scale which was translated from Oschan et al. (2007)'s scale. Participants responded to total 16 items(i.e., 8 promotion focus items and 8 prevention focus items; 5-point Likert style). To calculate chronic regulatory focus index, sum of promotion focus items was subtracted from sum of prevention focus items. Then participants were categorized into two groups by using median split method for this index. As a result, 155 participants were placed on one of four experimental conditions. For the 'intention to recruit' dependent variable, significant two-way interaction effects were found. The single main effect analysis of the significant interaction effect of the interviewee's impression management behavior and the interviewer's chronic regulatory focus revealed that promotion-focused interviewers showed higher degree of 'intention to recruit' compared to prevention-focused interviewers only when the interviewee's impression management behaviors were self-focused. Also, for the 'expectation of the interviewee's job performance' dependent variable, marginally significant two-way interaction effects were found. The simple main effect analysis of the significant interaction effect of the two independent variables revealed that promotion-focused interviewers expected higher degree of job performance compared to prevention-focused interviewers only when the interviewee's impression management behaviors were self-focused. The implications and limitations of the study were discussed.