It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconfe
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ORIGINAL PAPER
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? Johannes M. Basch 1
&
Klaus G. Melchers 1 & Anja Kurz 1 & Maya Krieger 1 & Linda Miller 1
# The Author(s) 2020
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. Keywords Technology-mediated interviews . Impression management . Social presence . Privacy concerns . Job interviews . Applicant reactions
Like many other fields, personnel selection has undergone a considerable transformation due to the tremendous technological progress in recent years (Ryan et al., 2015; Stone, Deadrick, Lukaszewski, & Johnson, 2015). Nowadays, interviews are no longer only conducted face-to-face (FTF), but videoconferencing technologies and, more generally, the internet, offer many opportunities to make the recruitment process and interviews more flexible in terms of time and place (Blacksmith, Wilford, & Behrend, 2016; Chamorro-Premuzic, Winsborough, Sherman, & Hogan, 2016).
* Johannes M. Basch [email protected] * Klaus G. Melchers [email protected] 1
Institut für Psychologie und Pädagogik, Universität Ulm, Albert-Einstein-Allee 41, D-89069 Ulm, Germany
Although so-called technology-mediated interviews offer many advantages, previous studies have found that interviewees usually receive lower ratings in these interviews compared to FTF interviews (Blacksmith et al., 2016; Sears, Zhang, Wiesner, Hackett, & Yuan, 2013). These differences in the rated interview performance between interviews might eventually have negative consequences for personnel selection if different kinds of interviews are used for the same pool of applicants during the same selection stage. However, the reasons for these differences are unclear. In addition to differ
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