Bridging the Scientist-Practitioner Gap: Einflussfaktoren auf die Bewerberakzeptanz bei neuen Technologien am Beispiel zeitversetzter Video-Interviews

Brenner, Falko

doi:10.1007/978-3-658-08896-5_8

Cited by 3 publications

(2 citation statements)

References 15 publications

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“…For the digital interview procedure, we followed the process of Brenner et al (2016), common practices for digital interviews (Brenner, 2016;Schmerling, 2017), and suggestions provided during personal contact with Falko Brenner 2 (November 15th, 2016). To manage recordings of digital interviews, we used the video recording tool Clipchamp (www.clipchamp.com).…”

Section: Digital Interviewsmentioning

confidence: 99%

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

Langer

König

Krause

2017

Int J Selection Assessment

100

148

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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.

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Section: Digital Interviewsmentioning

confidence: 99%

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

Langer

König

Krause

2017

Int J Selection Assessment

100

148

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“…In this post-application phase, recruitment activities are still crucial in retaining applicants and increasing the likelihood that they accept job offers (Highhouse, Lievens, & Sinar, 2003). An increasingly common recruitment activity in this phase are company presentation videos where hiring managers present themselves and the organization to applicants (Brenner, 2016). Such videos are particularly common before digital interviews (also known as asynchronous interviews, where applicants answer to questions by sending videos to the organization; Langer, König, & Krause, 2017) to enhance candidate experience and to inform applicants about who will evaluate their responses (Brenner, 2016).…”

mentioning

confidence: 99%

Love the Way You Lie

Langer

König

Scheuss

2019

Journal of Personnel Psychology

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Abstract. In case of an applicant shortage, signaling theory and research on interviewer impression management (IM) imply that hiring managers use more IM. To test which kind of IM behavior they apply and whether it indeed influences applicants, participants fulfilled the role of hiring managers and recorded company presentation videos, either assuming an applicant shortage or a sufficient number of applicants. In the applicant shortage condition, participants used more defensive IM, indicated by self-reported, observed, and artifactual (withholding negative visual information about an organization) IM measures. Additionally, more defensive IM led to better perceived organizational attractiveness. This study contributes to IM research shedding light on hiring managers’ IM behavior and stimulating ideas on how to study IM behavior in the laboratory.

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Trainings für Verfahrensbeteiligte – Wie Sie Mitwirkende gezielt vorbereiten

Neuheisel¹,

Uhle²

2023

Eignungsdiagnostische Interviews

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Bridging the Scientist-Practitioner Gap: Einflussfaktoren auf die Bewerberakzeptanz bei neuen Technologien am Beispiel zeitversetzter Video-Interviews

Cited by 3 publications

References 15 publications

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

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

Love the Way You Lie

Trainings für Verfahrensbeteiligte – Wie Sie Mitwirkende gezielt vorbereiten

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