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Zinn F, Mittelstädt JM. Effects of face masks on fairness in on-site personnel selection during a pandemic. Front Psychol 2023; 14:1168311. [PMID: 37720631 PMCID: PMC10500303 DOI: 10.3389/fpsyg.2023.1168311] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2023] [Accepted: 08/14/2023] [Indexed: 09/19/2023] Open
Abstract
Introduction Despite significant challenges, personnel selection procedures had to continue as on-site testing in the Covid-19 pandemic. Health and safety measures and specifically the use of face masks threaten to limit the fairness of cognitive testing and behavioral observation in the assessment center. Methods In this study, we compare the performance and pass rates of pilot selection under three different conditions in the selection campaigns of 2019 (pre-pandemic), 2020 (health and safety measures without mask), and 2021 (health and safety measures with mask). Results Mask wearing and other health and safety measures had no influence on the objective parameters of pilot selection. However, for some of the areas of competence in the assessment center subjective observability was rated lower for the condition with face masks. Discussion We conclude that the fairness and precision of selection processes are not compromised by wearing face masks and that a high degree of standardization in diagnostic instruments prevents a partially reduced subjective observability from affecting the selection's outcome.
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Koch‐Bayram IF, Kaibel C, Biemann T, Triana MDC. </Click to begin your digital interview>: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2023. [DOI: 10.1111/ijsa.12417] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Affiliation(s)
| | - Chris Kaibel
- Department of Management University of Mannheim Mannheim Germany
| | - Torsten Biemann
- Department of Management University of Mannheim Mannheim Germany
| | - María del Carmen Triana
- Owen Graduate School of Management, Organization Studies Area Vanderbilt University Nashville Tennessee USA
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3
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Building trust in automatic video interviews using various AI interfaces: Tangibility, immediacy, and transparency. COMPUTERS IN HUMAN BEHAVIOR 2023. [DOI: 10.1016/j.chb.2023.107713] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/16/2023]
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4
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Roulin N, Wong O, Langer M, Bourdage JS. Is more always better? How preparation time and re-recording opportunities impact fairness, anxiety, impression management, and performance in asynchronous video interviews. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2156862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Affiliation(s)
- Nicolas Roulin
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Odelia Wong
- Department of Psychology, Saint Mary’s University, Halifax, Canada
| | - Markus Langer
- Department of Psychology, University of Saarland, Saarbrücken, Germany
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5
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Basch JM, Melchers KG, Büttner JC. Preselection in the digital age: A comparison of perceptions of asynchronous video interviews with online tests and online application documents in a simulation context. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12403] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Johannes M. Basch
- Abteilung Arbeits‐ und Organisationspsychologie Universität Ulm Ulm Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie Universität Ulm Ulm Germany
| | - Julia C. Büttner
- Abteilung Arbeits‐ und Organisationspsychologie Universität Ulm Ulm Germany
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6
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Will P, Krpan D, Lordan G. People versus machines: introducing the HIRE framework. Artif Intell Rev 2022. [DOI: 10.1007/s10462-022-10193-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/02/2022]
Abstract
AbstractThe use of Artificial Intelligence (AI) in the recruitment process is becoming a more common method for organisations to hire new employees. Despite this, there is little consensus on whether AI should have widespread use in the hiring process, and in which contexts. In order to bring more clarity to research findings, we propose the HIRE (Human, (Artificial) Intelligence, Recruitment, Evaluation) framework with the primary aim of evaluating studies which investigate how Artificial Intelligence can be integrated into the recruitment process with respect to gauging whether AI is an adequate, better, or worse substitute for human recruiters. We illustrate the simplicity of this framework by conducting a systematic literature review on the empirical studies assessing AI in the recruitment process, with 22 final papers included. The review shows that AI is equal to or better than human recruiters when it comes to efficiency and performance. We also find that AI is mostly better than humans in improving diversity. Finally, we demonstrate that there is a perception among candidates and recruiters that AI is worse than humans. Overall, we conclude based on the evidence, that AI is equal to or better to humans when utilised in the hiring process, however, humans hold a belief of their own superiority. Our aim is that future authors adopt the HIRE framework when conducting research in this area to allow for easier comparability, and ideally place the HIRE framework outcome of AI being better, equal, worse, or unclear in the abstract.
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7
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Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2020.100789] [Citation(s) in RCA: 18] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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8
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Dunlop PD, Holtrop D, Wee S. How asynchronous video interviews are used in practice: A study of an Australian‐based AVI vendor. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12372] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Patrick D. Dunlop
- Future of Work Institute, Faculty of Business and Law Curtin University Bentley Western Australia Australia
| | - Djurre Holtrop
- Department of Social Psychology, Tilburg School of Social and Behavioral Sciences Tilburg University Warandelaan The Netherlands
| | - Serena Wee
- School of Psychological Science The University of Western Australia Crawley Western Australia Australia
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9
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Köchling A, Wehner MC, Warkocz J. Can I show my skills? Affective responses to artificial intelligence in the recruitment process. REVIEW OF MANAGERIAL SCIENCE 2022. [DOI: 10.1007/s11846-021-00514-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
AbstractCompanies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.
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10
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Ebadi S, Bashiri S. Psychological Benefits and Challenges of Ph.D. Entrance Exam Virtual Interviews During COVID-19 Pandemic: Does Gender Play a Role? Front Psychol 2021; 12:800715. [PMID: 34899548 PMCID: PMC8654781 DOI: 10.3389/fpsyg.2021.800715] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2021] [Accepted: 11/02/2021] [Indexed: 11/18/2022] Open
Abstract
This study aimed to investigate the reflections of Iranian students on Ph.D. entrance exam interviews held virtually nationwide during the Pandemic. Two hundred thirty-one Ph.D. applicants were invited to fill out an anonymous online survey designed in Google Forms, 36 out of whom volunteered to participate in follow-up semi-structured interviews. Two ANOVA measures were used to investigate the possible influences of gender and prior virtual interview experience on the applicants’ perceptions. Thematic analysis was also adopted to explore the participants’ attitudes and perceptions toward virtual interviews (VI). Quantitative findings showed that Iranian Ph.D. applicants perceived VI as a flexible and helpful procedure that provided them with satisfactory interpersonal treatment. Still, they did not favor the procedure’s perceived behavioral control and ability to communicate information to perform procedural justice. Moreover, neither their gender nor their prior experience of the virtual interview was a predictor of their perspectives’ discrepancies. The thematic analysis of the qualitative data revealed that despite having some cognitive, personal, and financial benefits, VI posed some technical, communicative, and personal challenges. This study provides implications for universities and applicants who will use VI for different purposes in higher education.
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Affiliation(s)
- Saman Ebadi
- Faculty of Humanities, Razi University, Kermanshah, Iran
| | - Saba Bashiri
- Faculty of Humanities, Razi University, Kermanshah, Iran
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11
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Basch JM, Brenner F, Melchers KG, Krumm S, Dräger L, Herzer H, Schuwerk E. A good thing takes time: The role of preparation time in asynchronous video interviews. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12341] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/13/2022]
Affiliation(s)
- Johannes M. Basch
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Falko Brenner
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Stefan Krumm
- Abteilung Psychologische Diagnostik, Differentielle und Persönlichkeitspsychologie Freie Universität Berlin Berlin Germany
| | - Luise Dräger
- Lehrstuhl für Personalwirtschaft und Business Governance Martin‐Luther‐Universität Halle Wittenberg Halle Germany
| | - Helen Herzer
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Evelyn Schuwerk
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
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12
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“I” feel(s) left out: The importance of information and communication technology in personnel selection research. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2021. [DOI: 10.1017/iop.2021.79] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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13
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Basch JM, Melchers KG. The use of technology‐mediated interviews and their perception from the organization's point of view. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12339] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Johannes M. Basch
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
| | - Klaus G. Melchers
- Abteilung Arbeits‐ und Organisationspsychologie, Institut für Psychologie und Pädagogik Universität Ulm Ulm Germany
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14
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Melchers KG, Basch JM. Fair play? Sex‐, age‐, and job‐related correlates of performance in a computer‐based simulation game. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12337] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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15
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Griswold KR, Phillips JM, Kim MS, Mondragon N, Liff J, Gully SM. Global differences in applicant reactions to virtual interview synchronicity. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1917641] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
| | - Jean M. Phillips
- School of Labor and Employment Relations, Pennsylvania State University, University Park, Pennsylvania, USA
| | - Mee Sook Kim
- Department of Management, California State University East Bay, Hayward, California, USA
| | | | - Joshua Liff
- Research & Development, HireVue, Inc., Denver, Colorado, USA
| | - Stanley M. Gully
- School of Labor and Employment Relations, Pennsylvania State University, University Park, Pennsylvania, USA
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16
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Thielsch MT, Erdal D, Merhof V. Recruiting aus Sicht der Bewerber_innen. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2021. [DOI: 10.1026/0932-4089/a000357] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Zusammenfassung. Hochwertiges Personalmarketing ist der essenzielle erste Schritt im Recruiting. Qualifizierte Bewerber_innen müssen auf offene Positionen erfolgreich aufmerksam gemacht werden, wofür Unternehmen und Organisationen verschiedene Online- und Offline-Maßnahmen zur Verfügung stehen. Zentral ist dabei die Wahrnehmung des Personalmarketings durch die Bewerbenden, deren Sicht bislang allerdings wenig betrachtet wurde. In der vorliegenden Studie wird daher mithilfe einer für die deutsche Arbeitsbevölkerung repräsentativen Stichprobe ( N = 1.070) die Nutzung und Bewertung von klassischen und neuartigen digitalen Personalmarketingmaßnahmen in sozialen Medien untersucht und zusätzlich digitale Ansprachemethoden experimentell überprüft. Bekannte und etablierte Online- und Offline-Personalmarketingmaßnahmen weisen hohe Nutzungszahlen auf und sind zugleich am beliebtesten. Soziale Medien werden hingegen von den Bewerber_innen vergleichsweise wenig präferiert. Kongruent dazu wird im experimentellen Setup die klassische Benachrichtigung per Post neuartigen digitalen Kommunikationswegen (WhatsApp, Facebook, Alexa Voice System) vorgezogen. Die Ergebnisse dieser Studie können in der Praxis zur gezielten Ansprache potenzieller Bewerber_innen und für den optimalen Einsatz verschiedener Methoden genutzt werden.
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Affiliation(s)
| | - Dilara Erdal
- Institut für Psychologie, Westfälische Wilhelms-Universität Münster
| | - Viola Merhof
- Institut für Psychologie, Westfälische Wilhelms-Universität Münster
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17
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Abstract
Abstract. Applicants often take great care in deciding where to apply and may refrain from applying or accepting a job offer if they hear about privacy-invading practices at a future workplace. Based on communication privacy management theory, the present work examines how applicants react to different purposes of electronic monitoring. In a scenario study, we found higher privacy concerns and lower organizational attractiveness in a situation with controlling monitoring procedures as compared to supportive monitoring procedures. Furthermore, competitive participants evaluated only noncontrolling monitoring procedures more positively. This demonstrates that organizational attractiveness is harmed by controlling monitoring procedures, and decision makers should keep in mind how electronic monitoring is implemented, used, and may be perceived within and outside the organization.
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Affiliation(s)
- Rudolf Siegel
- Department of Work and Organizational Psychology, Saarland University, Saarbrücken, Germany
| | - Cornelius J. König
- Department of Work and Organizational Psychology, Saarland University, Saarbrücken, Germany
| | - Leon Porsch
- Department of Work and Organizational Psychology, Saarland University, Saarbrücken, Germany
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18
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Constantin KL, Powell DM, McCarthy JM. Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12326] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/06/2023]
Affiliation(s)
| | | | - Julie M. McCarthy
- Department of Management University of Toronto Scarborough Toronto ON Canada
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19
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Claus AM, Wiese BS. Interdisziplinäre Kompetenzen: Modellentwicklung und diagnostische Zugänge. GIO-GRUPPE-INTERAKTION-ORGANISATION-ZEITSCHRIFT FUER ANGEWANDTE ORGANISATIONSPSYCHOLOGIE 2021. [DOI: 10.1007/s11612-021-00578-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Abstract
ZusammenfassungIn diesem Beitrag in der Zeitschrift Gruppe. Interaktion. Organisation (GIO) werden die Entwicklung eines Modells interdisziplinärer Kompetenzen und zwei darauf aufbauende Messverfahren vorgestellt, nämlich ein Fragebogeninstrument für das Selbstkonzept interdisziplinärer Kompetenzen sowie ein simulationsorientierter Zugang. Interdisziplinäre Zusammenarbeit gilt als zukunftsweisend, um Innovationen an den Schnittstellen zwischen etablierten Disziplinen und Fachbereichen zu erzielen. Zugleich wird sie jedoch von den Beteiligten häufig als belastend empfunden. An dieser Stelle tragen interdisziplinäre Kompetenzen als individuelle Fähigkeiten und instrumentelle Verhaltensweisen zu erfolgreicher interdisziplinärer Zusammenarbeit bei. Das hier vorgestellte Modell interdisziplinärer Kompetenzen umfasst die Kompetenzdimensionen Initiative zum Austausch, Zielgruppenspezifische Kommunikation, Wissensintegration und Reflexion der eigenen Fachdisziplin. Die von uns konzipierte Skala zur Erfassung des Selbstkonzepts interdisziplinärer Kompetenzen kann unabhängig vom fachlichen Hintergrund der Stichprobe eingesetzt werden. Zur Reflexion des eigenen Verhaltens und als Ausgangspunkt für Entwicklungsmaßnahmen wird weiterhin ein Verhaltenssimulationsansatz vorgeschlagen, der im Vergleich jedoch einen deutlich höheren Personaleinsatz erfordert. Modell und diagnostische Zugänge ermöglichen es, im Zuge von Personalauswahl, -entwicklung und zur Evaluation der Zusammenarbeit in interdisziplinären Teams interdisziplinäre Kompetenzen von Individuen zu messen.
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20
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Langer M, Baum K, König CJ, Hähne V, Oster D, Speith T. Spare me the details: How the type of information about automated interviews influences applicant reactions. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2021. [DOI: 10.1111/ijsa.12325] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/09/2023]
Affiliation(s)
- Markus Langer
- Fachrichtung Psychologie Universität des Saarlandes Saarbrücken Germany
| | - Kevin Baum
- Fachrichtung Philosophie und Fachrichtung Informatik Universität des Saarlandes Saarbrücken Germany
| | | | - Viviane Hähne
- Fachrichtung Psychologie Universität des Saarlandes Saarbrücken Germany
| | - Daniel Oster
- Fachrichtung Philosophie und Fachrichtung Informatik Universität des Saarlandes Saarbrücken Germany
| | - Timo Speith
- Fachrichtung Philosophie und Fachrichtung Informatik Universität des Saarlandes Saarbrücken Germany
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21
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Hiring during a pandemic: Insights from the front lines of research and practice. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2021. [DOI: 10.1017/iop.2021.8] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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22
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What is the Role of Technology in Recruitment and Selection? SPANISH JOURNAL OF PSYCHOLOGY 2021; 24:e2. [PMID: 33536110 DOI: 10.1017/sjp.2021.6] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.
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23
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Melchers KG, Petrig A, Basch JM, Sauer J. A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees' Performance, Perceptions, Strain, and Anxiety. Front Psychol 2021; 11:603632. [PMID: 33510679 PMCID: PMC7835329 DOI: 10.3389/fpsyg.2020.603632] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/07/2020] [Accepted: 12/11/2020] [Indexed: 12/02/2022] Open
Abstract
Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees’ performance, their perceptions of the interview, or their strain and anxiety are affected by the type of interview. Before participating in the actual interview, participants had a more positive view of FTF interviews compared to technology-mediated interviews. However, fairness perceptions did not differ anymore after the interview. Furthermore, there were no differences between the three interview media concerning psychological and physiological indicators of strain or interview anxiety. Nevertheless, ratings of interviewees’ performance were lower in the technology-mediated interviews than in FTF interviews. Thus, differences between different interview media can still be found nowadays even though most applicants are much more familiar with technology-mediated communication than in the past. The results show that organizations should take this into account and therefore avoid using different interview media when they interview different applicants for the same job opening.
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Affiliation(s)
- Klaus G Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | | | - Johannes M Basch
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Juergen Sauer
- Department of Psychology, University of Fribourg, Fribourg, Switzerland
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Wehrle M, Lechler S, von der Gracht HA, Hartmann E. Digitalization and its Impact on the Future Role of SCM Executives in Talent Management – An International Cross‐Industry Delphi Study. JOURNAL OF BUSINESS LOGISTICS 2021. [DOI: 10.1111/jbl.12259] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/20/2022]
Affiliation(s)
| | | | | | - Evi Hartmann
- Friedrich‐Alexander University Erlangen‐Nuremberg
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Ingold PV, Langer M. Resume = Resume? The effects of blockchain, social media, and classical resumes on resume fraud and applicant reactions to resumes. COMPUTERS IN HUMAN BEHAVIOR 2021. [DOI: 10.1016/j.chb.2020.106573] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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26
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Nørskov S, Damholdt MF, Ulhøi JP, Jensen MB, Ess C, Seibt J. Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey. Front Robot AI 2020; 7:586263. [PMID: 33501344 PMCID: PMC7805899 DOI: 10.3389/frobt.2020.586263] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2020] [Accepted: 10/07/2020] [Indexed: 11/20/2022] Open
Abstract
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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Affiliation(s)
- Sladjana Nørskov
- Department of Business Development and Technology, Aarhus University, Herning, Denmark
| | - Malene F. Damholdt
- Department of Psychology and Behavioral Sciences, Aarhus University, Aarhus, Denmark
| | - John P. Ulhøi
- Department of Management, Aarhus University, Aarhus, Denmark
| | - Morten B. Jensen
- Department of Economics and Business Economics, Aarhus University, Aarhus, Denmark
| | - Charles Ess
- Department of Media and Communication, University of Oslo, Oslo, Norway
| | - Johanna Seibt
- Department of Philosophy and History of Ideas, Aarhus University, Aarhus, Denmark
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Acikgoz Y, Davison KH, Compagnone M, Laske M. Justice perceptions of artificial intelligence in selection. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12306] [Citation(s) in RCA: 23] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Yalcin Acikgoz
- Department of Psychology Appalachian State University Boone NC USA
| | | | - Maira Compagnone
- Department of Psychology Appalachian State University Boone NC USA
| | - Matt Laske
- Department of Psychology Appalachian State University Boone NC USA
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Basch JM, Melchers KG, Kurz A, Krieger M, Miller L. It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions? JOURNAL OF BUSINESS AND PSYCHOLOGY 2020; 36:921-940. [PMID: 32929301 PMCID: PMC7482058 DOI: 10.1007/s10869-020-09714-3] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/01/2023]
Abstract
Due to technological progress, videoconference interviews have become more and more common in personnel selection. Nevertheless, even in recent studies, interviewees received lower performance ratings in videoconference interviews than in face-to-face (FTF) interviews and interviewees held more negative perceptions of these interviews. However, the reasons for these differences are unclear. Therefore, we conducted an experiment with 114 participants to compare FTF and videoconference interviews regarding interview performance and fairness perceptions and we investigated the role of social presence, eye contact, and impression management for these differences. As in other studies, ratings of interviewees' performance were lower in the videoconference interview. Differences in perceived social presence, perceived eye contact, and impression management contributed to these effects. Furthermore, live ratings of interviewees' performance were higher than ratings based on recordings. Additionally, videoconference interviews induced more privacy concerns but were perceived as more flexible. Organizations should take the present results into account and should not use both types of interviews in the same selection stage.
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Affiliation(s)
- Johannes M. Basch
- Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
| | - Klaus G. Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
| | - Anja Kurz
- Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
| | - Maya Krieger
- Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
| | - Linda Miller
- Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
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29
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Abstract
Abstract. This study investigates how information provided prior to the application stage of the selection process affects application intentions toward the job and organization. Existing research has focused on applicants who have already entered into the selection process; however, information revealed prior to application may cause candidates to self-select themselves out of the process. Utilizing a randomized experimental design, participants read a job ad specifying that their prerecorded interviews would be reviewed by a human or an artificial intelligence-based evaluator. The results show increased intentions to apply and pursue the job in the human evaluation condition.
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Affiliation(s)
- Agata Mirowska
- Department of Management & Organization, Rennes School of Business, Rennes, France
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30
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Melchers KG, Bill B, Buehl AK, Rybczynski K, Kühnel J. Identification of the targeted performance dimensions and self-promotion in interviews: investigations of uncharted waters. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1746828] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Klaus G. Melchers
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Benedikt Bill
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | | | - Katrin Rybczynski
- Institut für Psychologie und Pädagogik, Universität Ulm, Ulm, Germany
| | - Jana Kühnel
- Department of Occupational, Economic and Social Psychology, Faculty of Psychology, University of Vienna, Vienna, Austria
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31
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Basch JM, Melchers KG. Technologie-mediierte Einstellungsinterviews: Ein Überblick über Befunde und offene Fragen. GIO-GRUPPE-INTERAKTION-ORGANISATION-ZEITSCHRIFT FUER ANGEWANDTE ORGANISATIONSPSYCHOLOGIE 2020. [DOI: 10.1007/s11612-020-00497-y] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Abstract
ZusammenfassungDieser Beitrag der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) fasst bisherige Forschung zu technologie-mediierten Interviews zusammen und gibt darauf aufbauend Empfehlungen für weitere Forschung und die Praxis. Durch die Digitalisierung und den technologischen Fortschritt hat sich auch die Art und Weise verändert, wie Vorstellungsgespräche geführt werden. Technologie-mediierte Alternativen zu klassischen Face-to-Face-Interviews haben sich in der Personalauswahl teilweise etabliert. In unserem Artikel wollen wir einen Überblick über den bisherigen Stand der Forschung zu solchen technologie-mediierten Interviews geben. Dabei hat sich gezeigt, dass Bewerber in den meisten Formen von technologie-mediierten Interviews schlechter abschneiden und diese auch schlechter akzeptieren als FTF-Interviews. Die Gründe für diese Unterschiede sind jedoch weitestgehend ungeklärt. Zudem wird die Validität von verschiedenen Formen der Interview-Durchführung beleuchtet. Abschließend benennen wir wichtige Forschungslücken und leiten auf Basis bisheriger Ergebnisse Empfehlungen für die Praxis ab.
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32
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Langer M, König CJ, Hemsing V. Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions. JOURNAL OF MANAGERIAL PSYCHOLOGY 2020. [DOI: 10.1108/jmp-03-2019-0156] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAutomatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms automatically evaluate applicants' interview responses. This study tests arguments from previous research suggesting that applicants whose interviews will be automatically evaluated may use less impression management (IM), but could react more negatively to the interview.Design/methodology/approachParticipants (N = 124; primarily German students) took part in an online mock interview where they responded to interview questions via voice recordings (i.e. an asynchronous interview). Prior to the interview, half of them were informed that their answers would be evaluated automatically (vs by a human rater). After the interviews, participants reported their honest and deceptive IM behavior as well as their reactions to the interview.FindingsParticipants in the automatic evaluation condition engaged in less deceptive IM, felt they had fewer opportunities to perform during the interview, and provided shorter interview answers.Research limitations/implicationsThe findings of this study suggest a trade-off between IM behavior and applicant reactions in technologically advanced interviews. Furthermore, the results indicate that automatically evaluated interviews might affect interview validity (e.g. because of less deceptive IM) and influence interviewees' response behavior.Practical implicationsHiring managers might hope that automatically evaluated interviews decrease applicants' use of deceptive IM. However, the results also challenge organizations to pay attention to negative effects of automatic evaluation on applicant reactions.Originality/valueThis study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.
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33
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Basch JM, Melchers KG, Kegelmann J, Lieb L. Smile for the camera! The role of social presence and impression management in perceptions of technology-mediated interviews. JOURNAL OF MANAGERIAL PSYCHOLOGY 2020. [DOI: 10.1108/jmp-09-2018-0398] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Videoconference interviews and asynchronous interviews are increasingly used to select applicants. However, recent research has found that technology-mediated interviews are less accepted by applicants compared to face-to-face (FTF) interviews. The reasons for these differences have not yet been clarified. Therefore, the purpose of this paper is to take a closer look at potential reasons that have been suggested in previous research.
Design/methodology/approach
The present study surveyed 154 working individuals who answered questions concerning their perceptions of FTF, videoconference and asynchronous interviews in terms of perceived fairness, social presence and the potential use of impression management (IM) tactics. Furthermore, potential attitudinal and personality correlates were also measured.
Findings
Technology-mediated interviews were perceived as less fair than FTF interviews and this difference was stronger for asynchronous interviews than for videoconference interviews. The perceived social presence and the possible use of IM followed the same pattern. Furthermore, differences in fairness perceptions were mediated by perceived social presence and the possible use of IM tactics. Additionally, affinity for technology and core self-evaluations correlated positively with perceptions of videoconference interviews but not with those of FTF and asynchronous interviews.
Originality/value
This is the first study to compare fairness perceptions of FTF, videoconference and asynchronous interviews and to confirm previous assumptions that potential applicants perceive technology-mediated interviews as less favorable because of impairments in social presence and the potential use of IM.
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34
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Langer M, König CJ, Sanchez DRP, Samadi S. Highly automated interviews: applicant reactions and the organizational context. JOURNAL OF MANAGERIAL PSYCHOLOGY 2019. [DOI: 10.1108/jmp-09-2018-0402] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The technological evolution of job interviews continues as highly automated interviews emerge as alternative approaches. Initial evidence shows that applicants react negatively to such interviews. Additionally, there is emerging evidence that contextual influences matter when investigating applicant reactions to highly automated interviews. However, previous research has ignored higher-level organizational contexts (i.e. which kind of organization uses the selection procedure) and individual differences (e.g. work experience) regarding applicant reactions. The purpose of this paper is to investigate applicant reactions to highly automated interviews for students and employees and the role of the organizational context when using such interviews.
Design/methodology/approach
In a 2 × 2 online study, participants read organizational descriptions of either an innovative or an established organization and watched a video displaying a highly automated or a videoconference interview. Afterwards, participants responded to applicant reaction items.
Findings
Participants (n=148) perceived highly automated interviews as more consistent but as conveying less social presence. The negative effect on social presence diminished organizational attractiveness. The organizational context did not affect applicant reactions to the interview approaches, whereas differences between students and employees emerged but only affected privacy concerns to the interview approaches.
Research limitations/implications
The organizational context seems to have negligible effects on applicant reactions to technology-enhanced interviews. There were only small differences between students and employees regarding applicant reactions.
Practical implications
In a tense labor market, hiring managers need to be aware of a trade-off between efficiency and applicant reactions regarding technology-enhanced interviews.
Originality/value
This study investigates high-level contextual influences and individual differences regarding applicant reactions to highly automated interviews.
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35
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Woods SA, Ahmed S, Nikolaou I, Costa AC, Anderson NR. Personnel selection in the digital age: a review of validity and applicant reactions, and future research challenges. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1681401] [Citation(s) in RCA: 21] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
| | - Sara Ahmed
- Surrey Business School, University of Surrey, Guildford, UK
| | - Ioannis Nikolaou
- Department of Management Science & Technology, Athens University of Economics & Business, Athens, Greece
| | | | - Neil R. Anderson
- Bradford School of Management, University of Bradford, Bradford, UK
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36
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Does the use of synchrony and artificial intelligence in video interviews affect interview ratings and applicant attitudes? COMPUTERS IN HUMAN BEHAVIOR 2019. [DOI: 10.1016/j.chb.2019.04.012] [Citation(s) in RCA: 54] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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37
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Hiemstra AMF, Oostrom JK, Derous E, Serlie AW, Born MP. Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews. JOURNAL OF PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1027/1866-5888/a000230] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants’ perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.
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Affiliation(s)
- Annemarie M. F. Hiemstra
- Department of Psychology, Education and Child Studies, Erasmus University Rotterdam, The Netherlands
| | - Janneke K. Oostrom
- Department of Management and Organization, Vrije Universiteit Amsterdam, The Netherlands
| | - Eva Derous
- Department of Personnel Management, Work and Organizational Psychology, Ghent University, Ghent, Belgium
| | - Alec W. Serlie
- Department of Psychology, Education and Child Studies, Erasmus University Rotterdam, The Netherlands
- GITP, Utrecht, The Netherlands
| | - Marise Ph. Born
- Department of Psychology, Education and Child Studies, Erasmus University Rotterdam, The Netherlands
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38
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Langer M, König CJ, Papathanasiou M. Highly automated job interviews: Acceptance under the influence of stakes. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2019. [DOI: 10.1111/ijsa.12246] [Citation(s) in RCA: 51] [Impact Index Per Article: 10.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Markus Langer
- Fachrichtung Psychologie Universität des Saarlandes Saarbrücken Germany
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39
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Abstract
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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Affiliation(s)
- Markus Langer
- Industrial and Organizational Psychology, Department of Psychology, Universität des Saarlandes, Saarbrücken, Germany
| | - Cornelius J. König
- Industrial and Organizational Psychology, Department of Psychology, Universität des Saarlandes, Saarbrücken, Germany
| | - Annika I. Scheuss
- Industrial and Organizational Psychology, Department of Psychology, Universität des Saarlandes, Saarbrücken, Germany
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40
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Langer M, König CJ. Introducing and Testing the Creepiness of Situation Scale (CRoSS). Front Psychol 2018; 9:2220. [PMID: 30524334 PMCID: PMC6262411 DOI: 10.3389/fpsyg.2018.02220] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/06/2018] [Accepted: 10/26/2018] [Indexed: 11/14/2022] Open
Abstract
When people interact with novel technologies (e.g., robots, novel technological tools), the word “creepy” regularly pops up. We define creepy situations as eliciting uneasy feelings and involving ambiguity (e.g., on how the behave or how to judge the situation). A common metric for creepiness would help evaluating creepiness of situations and developing adequate interventions against creepiness. Following psychometrical guidelines, we developed the Creepiness of Situation Scale (CRoSS) across four studies with a total of N = 882 American and German participants. In Studies 1–3, participants watched a video of a creepy situation involving technology. Study 1 used exploratory factor analysis in an American sample and showed that creepiness consists of emotional creepiness and creepy ambiguity. In a German sample, Study 2 confirmed these subdimensions. Study 3 supported validity of the CRoSS as creepiness correlated positively with privacy concerns and computer anxiety, but negatively with controllability and transparency. Study 4 used the scale in a 2 (male vs. female experimenter) × 2 (male vs. female participant) × 2 (day vs. night) field study to demonstrate its usefulness for non-technological settings and its sensitivity to theory-based predictions. Results indicate that participants contacted by an experimenter at night-time reported higher feelings of creepiness. Overall, these studies suggest that the CRoSS is a psychometrically sound measure for research and practice.
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Affiliation(s)
- Markus Langer
- Fachrichtung Psychologie, Universität des Saarlandes, Saarbrücken, Germany
| | - Cornelius J König
- Fachrichtung Psychologie, Universität des Saarlandes, Saarbrücken, Germany
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41
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Dilchert S. Future of research published in theInternational Journal of Selection and Assessment: Incoming editor's perspective. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2018. [DOI: 10.1111/ijsa.12196] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Stephan Dilchert
- Narendra P. Loomba Department of Management, Zicklin School of Business; Baruch College, City University of New York; New York New York
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42
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Psychology Meets Machine Learning: Interdisciplinary Perspectives on Algorithmic Job Candidate Screening. THE SPRINGER SERIES ON CHALLENGES IN MACHINE LEARNING 2018. [DOI: 10.1007/978-3-319-98131-4_9] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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