Technology in The employmenT inTerview: A meTA-AnAlysis And FuTure reseArch AgendA

By Nikki Blacksmith, Jon C. Willford, Tara S. Behrend. 2016

150 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/bec00581fe73bdc7521a51b1cd12f15336a8137a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Cornelius J. Konig
2. Markus Langer

In Organizational Behavior and Human Resource Management

1. Cornelius J. Konig
2. Cynthia C. S. Liem
3. Achmadnoer Sukma Wicaksana
4. Marise Ph. Born

In Social Psychology

1. Cornelius J. Konig
2. Marise Ph. Born

Citations in the corpus

• Highly automated job interviews: Acceptance under the influence of stakes (2019, unknown): “One especially im‐ pactful influence on interviews is the use of impression manage‐ ment (see also Barrick, Shaffer, & DeGrassi, 2009; Blacksmith et al., 2016).”
• 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.”
• Examining Digital Interviews for Personnel Selection: Applicant Reactions and Interviewer Ratings (2017, unknown): “According to previous arguments and findings (Blacksmith et al., 2016; Ingold et al., 2015; Roulin et al., 2014), digital interviews should lead to lower interview ratings than videoconference interviews because they are even less interactive and there is less opportunity for impression management…”