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.

由于技术进步，视频会议面试在人员选拔中越来越普遍。然而，即使在最近的研究中，受访者在视频会议采访中的表现评分也低于面对面 (FTF) 采访，受访者对这些采访持有更多负面看法。然而，这些差异的原因尚不清楚。因此，我们对 114 名参与者进行了一项实验，以比较 FTF 和视频会议面试在面试表现和公平性方面的看法，并调查了社交存在、目光接触和印象管理对这些差异的作用。与其他研究一样，视频会议采访中受访者表现的评分较低。感知的社会存在感、感知的眼神交流、印象管理促成了这些影响。此外，受访者表现的现场评分高于基于录音的评分。此外，视频会议采访引发了更多隐私问题，但被认为更灵活。组织应考虑目前的结果，不应在同一选择阶段使用两种类型的面试。