Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews

Abstract

Abstract. Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants’ perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.

Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development

“…Although there is some evidence that candidates react negatively to a decision made by an algorithm (i.e., Kaibel et al 2019; Ö tting and Maier 2018; Lee 2018), more research is needed on individuals' acceptance of algorithms if algorithms support the decisions by humans. Moreover, additional insights are needed into whether transparency and more information about the algorithmic decision-making process positively influences the fairness perception (Hiemstra et al 2019). Finally, while we found many studies examining the fairness perception of applicants (i.e., potential employees), the perspective of current employees on algorithmic decisionmaking is still neglected in HRM research.…”

“…In HR selection, a few studies have analyzed the perceived fairness. However, our systematic review underlines the recent calls by Hiemstra et al (2019) and Langer et al (2018) for additional research to fully understand the emotions and reactions of candidates and talented employees when using algorithmic decision-making in HR recruitment or HR development processes. Emotions and reactions can have important negative consequences for organizations, such as withdrawal from the application process or job turnover (Anderson 2003;Ryan and Ployhart 2000).…”

Personnel selection in the digital age: a review of validity and applicant reactions, and future research challenges

“…Studies on digital interviews showed that applicants perceived digital interviews as "creepier and less personal", induced more privacy concerns, led to ambiguity, lower fair perceptions, and less perceived controllability and social presence compared to video-conference interviews (Langer et al, 2017, p371) and applicants' personality moderated their reactions (Brenner, Ortner, & Fay, 2016;Hiemstra, Oostrom, Derous, Serlie, & Born, 2019).…”

Changing the means of managerial work: effects of automated decision support systems on personnel selection tasks

“…The texts were written in a way to keep the duration of the audio recordings at about 1 min in order not to overtax participants since every participant received a total of 30 audio recordings. The audio recordings should be similar to asynchronous interview recordings where applicants present themselves to an organization (see Ambady, Krabbenhoft, and Hogan (2006), showing that very short interactions can be enough to predict performance of sales people, or see Hiemstra, Oostrom, Derous, Serlie, and Born (2019) or Langer et al (2020) where participants in an interview study recorded asynchronous audio files of between 1 and 1.5 min). This was done in order to enhance realism of the hiring context and to require participants to open audio files if they want to access information about the applicants.…”