Asynchronous Video Interviewing as a New Technology in Personnel Selection: The Applicant’s Point of View

Abstract

The present study aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology for the emerging selection procedure of asynchronous video interviewing. One hundred six volunteers experienced asynchronous video interviewing and filled out several questionnaires including one on the applicants’ personalities. In line with previous technology acceptance research, the data revealed that perceived usefulness and perceived ease of use predicted attitudes toward asynchronous video interviewing. Furthermore, openness revealed to moderate the relation between perceived usefulness and attitudes toward this particular selection technology. No significant effects emerged for computer self-efficacy, job interview self-efficacy, extraversion, neuroticism, and conscientiousness. Theoretical and practical implications are discussed.

Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings

“…The goal of this study was to investigate digital interviews as an emerging technology for personnel selection (Brenner et al, ). To this aim, we compared them to the well‐established technology‐mediated interview approach of videoconference interviewing.…”

“…Drawing on theoretical arguments on creepiness in the context of novel technologies (Tene & Polonetsky, ), we can reason that this difference might be due to the fact that digital interviews are not yet as common as videoconference interviews. If practitioners’ and researchers’ predictions that digital interviews will become increasingly popular come true (Brenner et al, ; Chamorro‐Premuzic et al, ), this might reduce the creepiness felt during digital interviews. Nevertheless, the current results should raise awareness that digital interviews can evoke negative emotional consequences.…”

“…Second, in videoconference interviews, interviewer, and interviewee get to hear and see each other through camera technologies. Third, in digital interviews, interviewees record themselves whilst answering interview questions which they receive through text, audio, or video on an online platform, and interviewers can watch and rate these recordings at any time (Brenner et al, ).…”

“…Although digital interview technology in its basic form is not entirely different from videoconference interviews, digital interviews promise to offer much more flexibility (no need for scheduling), standardization (no influence of the interviewer on the interviewee), and analytical possibilities (possible automatic evaluation of the interviews) compared to telephone or videoconference interviews. Consequently, organizations seem to be highly interested in this type of interview, and digital interviews are described as one of the rising stars in personnel selection practice (Brenner et al, ; Chamorro‐Premuzic et al, ; Schmerling, ). A web search for digital interview providers reveals more than 70 companies offering digital interview solutions (Software Advice, ).…”

“…Videoconference interviews have been relatively commonplace for over a decade (Chapman et al, ). By contrast, digital interviews are a relatively new way of conducting selection interviews (Brenner et al, ), and this might already be sufficient to evoke feelings of creepiness. In addition, applicants do not interact with any representative of the organization during digital interviews but interact with software.…”