The Influence of Videoconference Technology and Interview Structure on the Recruiting Function of the Employment Interview: A Field Experiment

Abstract

This field experiment examined whether interview medium and interview structure affects the attractiveness of organizations, interviewer friendliness and performance. Attractiveness ratings of 25 organizations were provided by 92 real job applicants, assigned to either a face-to-face (FTF) or a videoconference (VC) interview. An interview medium X structure interaction showed FTF applicants were attracted most to organizations who conducted their interviews with less structure, while VC applicants were more attracted to organizations using structured interviews. Interview structure had no effect on applicants' perception of the interviewer's performance; however, interviewers' performance was rated higher for FTF than VC interviews. Applicants were more satisfied with their FTF performance in less structured interviews and more satisfied with their VC performance in highly structured interviews.

Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda

“…Interview structure has also been shown to moderate this relationship. Chapman and Rowe (2002) found that applicants were more satisfied with their performance in unstructured FTF interviews but more satisfied with their performance in structured video-based interviews. Because technology changes over time and the use of technology has also been increasing, publication date is a likely moderator.…”

The Importance of the Interface between Humans and Computers on the Effectiveness of eHRM

“…Employment interviews allow one to collect information about such variables as the communication and interpersonal skills of applicants, but face-to-face interviews are time consuming and costly. As a result, organizations are now using videoconferencing and interactive voice-response systems to conduct interviews (Chapman & Rowe, 2002). Although there may be several advantages associated with using technology to interview applicants, research results show that the type of technology used may influence the evaluation of the candidate and their reaction to the interview (e.g., Chapman & Rowe, 2002;Chapman, Uggerslev, & Webster, 2003;Straus, Miles, & Levesque, 2001).…”

“…As a result, organizations are now using videoconferencing and interactive voice-response systems to conduct interviews (Chapman & Rowe, 2002). Although there may be several advantages associated with using technology to interview applicants, research results show that the type of technology used may influence the evaluation of the candidate and their reaction to the interview (e.g., Chapman & Rowe, 2002;Chapman, Uggerslev, & Webster, 2003;Straus, Miles, & Levesque, 2001). Specifically, these studies have found that individuals interviewed over videoconferencing are rated lower than those interviewed in person.…”

Emerging issues in theory and research on electronic human resource management (eHRM)

“…However, most of the research on these systems has focused on the equivalence of computerized and paper employment tests and personality inventories (e.g., Ployhart, Weekley, Holtz, & Kemp, 2003;Potosky & Bobko, 2004). A few other studies have assessed applicants' reactions to the use of technology in the interview process (e.g., Bauer, Truxillo, Paronto, Weekley, & Campion, 2004;Chapman & Rowe, 2002;Silvester, Anderson, Haddleton, Cunningham-Snell, & Gibb, 2000).…”