The Use of Robots in Job Interviews

Nørskov, Sladjana; Ulhøi, John P.

doi:10.1515/9783110633702-032

Cited by 3 publications

(5 citation statements)

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“…For individuals, DT can be perceived as an opportunity to improve those aspects of work that are typically considered desirable: for instance, using digital technologies such as AI, robotics, or virtual collaboration environments to facilitate individual creativity (Kahn et al, 2016), creative collaborations between humans (Amabile, 2019; Kostis and Ritala, 2020), or by relying on AI, automation, and robots in personnel selection to increase fairness (Konradt et al, 2013; Nørskov and Ulhøi, 2020). However, DT can also be perceived as a threat to employees’ current jobs (by replacing their skills) and to their social and emotional wellbeing.…”

Section: The Multi‐level Research Agendamentioning

confidence: 99%

“…The first one focuses on employees or top management teams (TMTs) and point out that the determinants of success or failure in DT lie in an organization's ability to configure the right mix of talent (Karimi and Walter, 2015;Davenport and Redman, 2020) or in the skills, abilities, and orientations of employees and managers (e.g., Ritala et al, 2021). The second one offers a complementary view with an in-depth discussion of the co-existence and interdependence of humans and digital technologies (such as robots and artificial intelligence [AI]), along with considerations of their emotional, social, and moral implications (Pagani and Pardo, 2017;Amabile, 2019;Wang and Siau, 2019;Baptista et al, 2020;Solberg et al, 2020;Ulhøi and Nørskov, 2020).…”

Section: The Individual-level Digital Transformationmentioning

confidence: 99%

“…This is known as the "non-replacement maxim" (Seibt et al, 2018, p. 37), which argues that the process of research, development, and design of robotics should include value-sensitive social interactions (Friedman, 1996). These novel interactions will alter work processes, practices, occupations, and challenge the psycho-social contingencies in the workplace (Faraj et al, 2018;Beane, 2019;Ulhøi and Nørskov, 2020). For instance, new research is emerging on how AI-related algorithms are used in decision-making (Lindebaum et al, 2020), how it augments individual and team creativity (Amabile, 2019), or how DTs affect employees' well-being and performance in the digital workplace environment (Marsh et al, 2021).…”

Section: The Co-existence and Interdependence Ofmentioning

confidence: 99%

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Digital transformation, for better or worse: a critical multi‐level research agenda

et al. 2022

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For better or worse, digital technologies are reshaping everything, from customer behaviors and expectations to organizational and manufacturing systems, business models, markets, and ultimately society. To understand this overarching transformation, this paper extends the previous literature which has focused mostly on the organizational level by developing a multi-level research agenda for digital transformation (DT). In this regard, we propose an extended definition of DT as "a socioeconomic change across individuals, organizations, ecosystems, and societies that are shaped by the adoption and utilization of digital technologies." We suggest four lenses to interpret the DT phenomenon: individuals (utilizing and adopting digital technologies), organizations (strategizing and coordinating both internal and external transformation), ecosystems (harnessing digital technologies in governance and co-producing value propositions), and geopolitical frameworks (regulating the environments in which individuals and organizations are embedded). Based on these lenses, we build a multi-level research agenda at the intersection between the bright and dark sides of DT and introduce the PIAI framework, which captures a process of perception, interpretation, and action that ultimately leads to possible impact. The PIAI framework identifies a critical research agenda consisting of a non-exhaustive list of topics that can assist researchers to deepen their understanding of the DT phenomenon and provide guidance to managers and policymakers when making strategic decisions that seek to shape and guide the DT.

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Section: The Multi‐level Research Agendamentioning

confidence: 99%

Section: The Individual-level Digital Transformationmentioning

confidence: 99%

Section: The Co-existence and Interdependence Ofmentioning

confidence: 99%

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Digital transformation, for better or worse: a critical multi‐level research agenda

et al. 2022

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“…The design of a robotic agent for personnel selection is not only pertinent because of the way the robot itself may be perceived by applicants, but also because the robot's design is likely to have consequences for the way the organization is perceived. This is because the robot is, in a way, an organizational representative (Nørskov and Ulhøi, 2020), and thus may influence the applicant's perceptions of the organizational attraction (Turban and Dougherty, 1992). This may in turn have consequences for organizational reputation (McCarthy et al, 2017) and its ability to attract applicants (Ryan and Huth, 2008).…”

Section: Implications For Practicementioning

confidence: 99%

“…The goal is to test the potential of robots to increase objectivity and fairness in job interviews by using them as a fair proxy communication (FPC) device to "remove perceptual cues of implicit biases in order to increase the perceived fairness of decision-related communications" (Seibt and Vestergaard, 2018, p. 1). By eliminating some of the known triggers of implicit biases, such as visual cues that reveal physical appearance, age, ethnicity, gender, and even emotional states, a robotic proxy may hold the potential to create a fairer situation for applicants compared with a traditional face-to-face job interview (Nørskov and Ulhøi, 2020). While research shows that job interviews conducted via video conference or telephone are perceived as less fair than face-to-face interviews (Sears et al, 2013), the unique characteristics of a physically present robot may affect communication diferently when compared to a video conference and/or a telephone conference.…”

Section: Introductionmentioning

confidence: 99%

Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey

et al. 2020

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It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey ( n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.

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Robotification & ethical cleansing

Nørskov

2021

AI & Soc

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Robotics is currently not only a cutting-edge research area, but is potentially disruptive to all domains of our lives—for better and worse. While legislation is struggling to keep pace with the development of these new artifacts, our intellectual limitations and physical laws seem to present the only hard demarcation lines, when it comes to state-of-the-art R&D. To better understand the possible implications, the paper at hand critically investigates underlying processes and structures of robotics in the context of Heidegger’s and Nishitani’s accounts of science and technology. Furthermore, the analysis draws on Bauman’s theory of modernity in an attempt to assess the potential risk of large-scale robot integration. The paper will highlight undergirding mechanisms and severe challenges imposed upon our socio-cultural lifeworlds by massive robotic integration. Admittedly, presenting a mainly melancholic account, it will, however, also explore the possibility of robotics forcing us to reassess our position and to solve problems, which we seem unable to tackle without facing existential crises.

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The Use of Robots in Job Interviews

Cited by 3 publications

References 0 publications

Digital transformation, for better or worse: a critical multi‐level research agenda

Digital transformation, for better or worse: a critical multi‐level research agenda

Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey

Robotification & ethical cleansing

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