Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.

中文翻译：

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带有异步工作面试的初始求职者筛选的申请人感知

在小组成员（研究1，N = 160）和受过高等教育的实际申请人（研究2，N = 103）中评估了异步工作面试的申请人公平感。此外，我们还检查了人格是否​​能解释申请人的看法。与会人员，尤其是实际应聘者，对异步工作面试的公平性和程序公正性持负面看法。外向型求职者比内向型求职者感受到更多的机会来进行异步工作面试。测试了神经质和外向性之间的特质相互作用，但未发现明显结果。尽管第一阶段的选择越来越数字化，但这项研究表明，申请人对异步工作面试的看法是相对负面的。人格对这些看法的影响似乎是有限的。