A good thing takes time: The role of preparation time in asynchronous video interviews

Basch, Johannes M.; Brenner, Falko; Melchers, Klaus G.; Krumm, Stefan; Dräger, Luise; Herzer, Helen; Schuwerk, Evelyn

doi:10.1111/ijsa.12341

Cited by 18 publications

(21 citation statements)

References 62 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…For face-toface interviews, we also found that objective questions and a personable interviewer had no impact on honest IM intentions. Even though there is evidence that honest IM can be affected by situational factors (e.g., Basch & Brenner, Melchers, et al, 2021;Bourdage et al, 2018), the results concerning the null effects of warnings are nevertheless in line with previous research that also found only slightly higher honest IM intentions in a verification warning condition compared to a no warning condition (Bill et al, 2020).…”

Section: Discussionsupporting

confidence: 89%

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

Bill

Melchers

2022

Int J Selection Assessment

Self Cite

View full text Add to dashboard Cite

Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity.As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology-mediated interviews, these were warnings referring to a criterion-based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face-to-face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study.However, none of the countermeasures could reduce faking intentions or faking.

show abstract

Section: Discussionsupporting

confidence: 89%

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

Bill

Melchers

2022

Int J Selection Assessment

Self Cite

View full text Add to dashboard Cite

show abstract

“…In conclusion, we note that the evidence base for recommended best‐practice use of AVIs is in its infancy, and we hope that this investigation will provide researchers with context for experimental investigations of the effects of features on applicant reactions and AVI performance. For example, a recent published study by Basch et al (2021) has provided some initial evidence that providing additional preparation time to candidates leads to improved AVI performance. Further, other recent evidence suggests that including rich media content into questions can improve applicant reactions and performance (Saliman & Roulin, 2020).…”

Section: Summary and Discussionmentioning

confidence: 99%

“…Accordingly, the authors called for researchers to investigate how AVI feature options affect applicant reactions and behaviors. While research into these matters is now emerging (e.g., Basch et al, 2021), we still do not know much about how AVIs are typically designed, nor about which features AVI administrators have adopted and why these features have been adopted. In the absence of benchmarks of the use of AVI design features, it is challenging to estimate the potential impact of any research that seeks to improve AVI design.…”

Section: Introductionmentioning

confidence: 99%

How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor

Dunlop

Holtrop

Wee

2022

Int J Selection Assessment

View full text Add to dashboard Cite

With an archival data set from an Australian-based asynchronous video interview (AVI) vendor, we examined how employers implemented AVI features as a step toward understanding how AVIs can be more optimally designed. The multilevel data contained information about 2,550,105 responses from 627,999 candidates to 52,623 questions, nested within 12,105 interview templates. We found that AVIs were often used for small applicant pools (Mdn = 10 candidates per AVI) and that a majority of the AVIs comprised four to five questions, with candidates typically given 30 seconds to prepare a response, and 2 minutes to record it. Only rarely were candidates permitted to preview questions or re-record responses. Finally, we noted that the settings typically applied were highly consistent with platform's default settings.

show abstract

“…For example, enhancing these tools with personalized videos of organizational members and providing candidates with feedback following selection decisions might increase feelings of relatedness. These suggestions need to be empirically tested 202 .…”

Section: Summary and Future Directionsmentioning

confidence: 99%

Understanding and shaping the future of work with self-determination theory

et al. 2022

View full text Add to dashboard Cite

Self-determination theory has shaped our understanding of what optimizes worker motivation by providing insights into how work context influences basic psychological needs for competence, autonomy and relatedness. As technological innovations change the nature of work, self-determination theory can provide insight into how the resulting uncertainty and interdependence might influence worker motivation, performance and well-being. In this Review, we summarize what self-determination theory has brought to the domain of work and how it is helping researchers and practitioners to shape the future of work. We consider how the experiences of job candidates are influenced by the new technologies used to assess and select them, and how self-determination theory can help to improve candidate attitudes and performance during selection assessments. We also discuss how technology transforms the design of work and its impact on worker motivation. We then describe three cases where technology is affecting work design and examine how this might influence needs satisfaction and motivation: remote work, virtual teamwork and algorithmic management. An understanding of how future work is likely to influence the satisfaction of the psychological needs of workers and how future work can be designed to satisfy such needs is of the utmost importance to worker performance and well-being.

show abstract

A good thing takes time: The role of preparation time in asynchronous video interviews

Cited by 18 publications

References 62 publications

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor

Understanding and shaping the future of work with self-determination theory

Contact Info

Product

Resources

About