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Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings
Author(s) -
Langer Markus,
König Cornelius J.,
Krause Kevin
Publication year - 2017
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/ijsa.12191
Subject(s) - interview , psychology , videoconferencing , attractiveness , selection (genetic algorithm) , semi structured interview , applied psychology , social psychology , medical education , qualitative research , multimedia , computer science , medicine , social science , artificial intelligence , sociology , political science , psychoanalysis , law
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.