Examining Digital Interviews for Personnel Selection: Applicant Reactions and Interviewer Ratings
By Markus Langer, Cornelius J. Konig, K. Krause. 2017
133 citations recorded by the source corpus.
Digital interviews are a potentially efficient new form of selection interviews, in which interviewees digitally record their answers. Using Potosky's framework of media attributes, we compared them to videoconference interviews. Participants (N = 113) were randomly assigned to a videoconference or a digital interview and subsequently answered applicant reaction questionnaires. Raters evaluated participants’ interview performance. Participants considered digital interviews to be creepier and less personal, and reported that they induced more privacy concerns. No difference was found regarding organizational attractiveness. Compared to videoconference interviews, participants in digital interviews received better interview ratings. These results warn organizations that using digital interviews might cause applicants to self‐select out. Furthermore, organizations should stick to either videoconference or digital interviews within a selection stage.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/087d2fb856bb782ff46978a7d3e9fed39579d76a
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Citations in the corpus
- Psychology Meets Machine Learning: Interdisciplinary Perspectives on Algorithmic Job Candidate Screening (2018, background): “…interviews, videoconference interviews and digital interviews all have an impact on appli- Interdisciplinary Perspectives on Algorithmic Job Candidate Screening 219 cants’ performance ratings (Blacksmith et al. 2016; Langer et al. 2017a) which consequently may affect validity of the interview.”
- Highly automated job interviews: Acceptance under the influence of stakes (2019, unknown): “…impact of differences between highly automated interviews with virtual interviewers and videoconference interviews, the current study follows the example of Langer et al. (2017) and examines a variety of different acceptance variables relat‐ ing to procedural justice research by Gilliland (1993).”