ABSTRACT

Technological innovations, among which the use of video interviews in personnel selection, are welcomed by organizations for reasons such as reductions in cost and time and the ability to reach a more global labour market. The literature to date suggests that applicants do not share this enthusiasm and feel less attracted towards organizations that use video interviews versus face-to-face interviews. In this study, we extended the literature by studying pre- instead of post-test reactions and testing two explanatory mechanisms, namely expected chances to demonstrate potential and to use nonverbal cues. In a first within-subjects experiment among 38 students, the results of two t-tests showed that participants preferred the face-to-face interview above the video interview and that they expected lower chances to demonstrate potential and to use nonverbal cues in the video interview. In a second between-subjects experiment among 121 potential job seekers, these results were partially replicated. The results of a t-test and a mediation bootstrap analysis with PROCESS showed a significant indirect effect of interview medium on organizational attraction via expected chances to demonstrate potential but not via expected opportunities to use nonverbal communication. This study has important practical implications for organizations in the current context of talent shortages.

摘要

组织欢迎技术创新，其中包括在人员选拔中使用视频面试，其原因包括成本降低和时间减少以及进入更全球化的劳动力市场的能力。迄今为止的文献表明，申请人没有这种热情，对使用视频采访和面对面采访的组织的吸引力降低了。在这项研究中，我们通过研究测试前而不是测试后的反应，并测试两种解释性机制来扩展文献，即预期的机会来展示潜能和使用非语言暗示。在38名学生中进行的第一个主题内实验中，两项t检验的结果表明，与视频采访相比，参与者更喜欢面对面采访，并且他们期望在视频采访中展示潜力和使用非语言暗示的机会更低。在121位潜在求职者之间进行的第二项受试者间实验中，部分复制了这些结果。使用PROCESS进行的t检验和中介引导分析的结果表明，面试媒介对组织吸引力的间接影响显着是通过预期的机会来展示潜力，而不是通过预期的机会来使用非语言交流。在当前人才短缺的背景下，这项研究对组织具有重要的实践意义。这些结果被部分复制。使用PROCESS进行的t检验和中介引导分析的结果表明，面试媒介对组织吸引力的间接影响显着是通过预期的机会来展示潜力，而不是通过预期的机会来使用非语言交流。在当前人才短缺的背景下，这项研究对组织具有重要的实践意义。这些结果被部分复制。使用PROCESS进行的t检验和中介引导分析的结果表明，面试媒介对组织吸引力的间接影响显着是通过预期的机会来展示潜力，而不是通过预期的机会来使用非语言交流。在当前人才短缺的背景下，这项研究对组织具有重要的实践意义。