Threat of Technological Unemployment: Are Hiring Managers Discounted for Using Standardized Employee Selection Practices?

Highly automated job interviews: Acceptance under the influence of stakes

“…Peck & Levashina, ). In an automatic decision scenario, feelings of “knowing how to influence” are likely reduced as interviewees might have no insight into which variables are used to determine if they are invited to a next selection stage and because people tend to believe that humans have less influence on decisions in such scenarios (Arkes, Shaffer, & Medow, ; Nolan et al, ). This result is especially interesting in comparison to the results of Langer et al () who found no difference in controllability when comparing digital interviews to videoconference interviews.…”

“…It is also not possible to discern in which way the virtual character affected participant's reactions. Therefore, future research could experimentally manipulate the way of data gathering and data evaluation to explore if participants might react especially negatively in cases where the entire interview process is automated (see Nolan et al, , for a similar study from the perspective of hiring managers) and where there is no interviewer manifestation. However, it could also be possible that the distinction between the data collection and the decision afterwards makes no difference as applicants do not distinguish between the data collection and data evaluation method.…”

“…Second, participants only watched a video of the interview situations. According to Nolan and colleagues (), this is an adequate first step as a proof of concept if the proposed effects really exist. Compared to asking participants to imagine themselves being in a situation (as in, e.g., Atzmüller & Steiner, ; Shelton & Stewart, ), we followed Lee () and introduced participants to an observer role, which, we believe, has two advantages: (a) Participants can judge the situation as if their friend had provided them with a detailed description of the situation she/he experienced (comparable to a word‐of‐mouth description of an application situation, cf.…”

“…It is still unanswered what organizations think of highly automated interviews (see Nolan et al, for a first impression on how hiring managers might react to highly automated selection). In addition, research should continue to evaluate the acceptance of highly automated procedures.…”

“…Automatically analyzing information means to evaluate the acquired information. At lower levels of automation, this might not be different from automatically building scores by averaging the evaluation of different interviewers (Bobko, Roth, & Buster, ; see also Nolan et al, ). At higher levels of automation, this could mean that machine learning algorithms were trained on past data of successful and unsuccessful applicants to learn what distinguishes them (Chamorro‐Premuzic et al, ; Naim et al, ).…”