The DOI matches its Crossref record; 10 of the 10 references it cites were found in a registry or an index.
Does the use of synchrony and artificial intelligence in video interviews affect interview ratings and applicant attitudes?
Open accessAbstract
The use of asynchronous video interviews (AVIs) and artificial intelligence (AI)-based decision agents enables more efficient employment screening compared with traditional synchronous video interviews (SVIs). However, the social impacts of using synchrony and AI decision agents in video interviews have not been investigated. Drawing on media richness theory and social interface theory, this study employed a novel experimental design to compare human ratings and job applicants' response behaviours between the SVI and AVI settings and compare job applicants’ fairness perception between the AVI setting and the AVI setting using an AI decision agent (AVI-AI). The results from 180 observations revealed that 1) first impression and physical appearance significantly affected structured interview ratings regardless of whether the video interview was synchronous; 2) compared with SVIs, AVIs lessened the primacy effect on physical appearance and initial impression among human raters; 3) job applicants had indistinguishable fairness perceptions regarding synchrony (SVI vs. AVI) and decision agent (human vs. AI); and 4) applicants exhibited less favourability towards AVIs than towards SVIs. Findings from this experimental comparison, including recommendations for practice and future research on human resource selection, technology education, and social computing, are discussed.
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Cites
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Cited by
Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A., & Trichina, E. (2022) · The International Journal of Human Resource Management · doi:10.1080/09585192.2020.1871398 · Cited by 1,134
“However, these positive effects have been questioned in a number of ways in reference to ethicality of acquiring and progressing of data as well as in terms of favorability among applicants (Suen et al., 2019; Bhave et al., 2020).”
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Chowdhury, S., Budhwar, P., Dey, P. K., Joel-Edgar, S., & Abadie, A. (2022) · Journal of Business Research · doi:10.1016/j.jbusres.2022.01.069 · Cited by 531
Köchling, A., & Wehner, M. C. (2020) · Business Research · doi:10.1007/s40685-020-00134-w · Cited by 511
Ethics of AI-enabled recruiting and selection: a review and research agenda
Hunkenschroer, A. L., & Luetge, C. (2022) · Journal of Business Ethics · doi:10.1007/s10551-022-05049-6 · Cited by 447
Metadata
- Authors
- Suen, H.-Y., Chen, M. Y.-C., & Lu, S.-H.
- Venue
- Computers in Human Behavior
- Publisher
- Elsevier BV
- Published
- 2019-09
- Volume
- 98
- Pages
- 93-101
- ISSN
- 0747-5632 (ISSN-L)
- OpenAlex
- W2939825184
- Cited by
- 214
- References
- 10
- FWCI
- 25.15
- Type
- journal article
- Language
- en
- Open access
- gold
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Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
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