Automatic 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.,Participants (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.,Participants 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.,The 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.,Hiring 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.,This study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.

中文翻译：

---

有人在听吗？自动评估的工作面试对印象管理和申请人反应的影响

自动评估工作面试已成为评估受访者的一种选择。因此，当算法自动评估申请人的面试回答时，会出现有关申请人反应和行为的问题。这项研究检验了先前研究的论点，这些论点表明可以自动评估面试的申请人可能会使用较少的印象管理（IM），但对面试的反应可能会更加负面。参与者（N = 124；主要是德国学生）参加了在线模拟面试，他们通过录音回答面试问题（即异步面试）。在面试之前，他们中的一半被告知将自动评估他们的答案（相对于人工评估者）。面试后 参与者报告了他们诚实，具有欺骗性的IM行为以及对访谈的反应。参加自动评估条件的参与者进行了欺骗性较小的IM，他们认为他们在访谈中执行的机会较少，并且提供了较短的访谈答案。这项研究表明，在技术先进的访谈中，IM行为和申请人反应之间需要进行权衡。此外，结果表明，自动评估的面试可能会影响面试的有效性（例如，由于欺骗性IM较少），并影响受访者的反应行为。招聘经理可能希望自动评估的面试会减少申请人对欺骗性IM的使用。然而，