This study examined whether an interviewer’s nonverbal behavior influences observers’ competence ratings in a recruitment interview using 360-degree videos experienced with immersive virtual reality (VR-cardboard) and 2D screen displays. Participants (n = 110) observed a recruitment interview and assessed three competences of the applicant (behavior in a team, customer care, and sales skill). We used a 2 × 2 design with the nonverbal behavior (positive vs. negative) of the interviewer and display type (VR-cardboard vs. 2D screen display) as between-subjects factors. After observing interview sequences and providing competence ratings, participants also rated different aspects of immersion using the augmented reality immersion questionnaire (ARI; Georgiou and Kyza in Int J Hum Comput Stud 98: 24–37, 2017) and their overall satisfaction with the experience. For two of the three competences (customer care and behavior in a team), we found that observers gave higher competence ratings when the interviewer’s nonverbal behavior was positive compared to when it was negative. This social influence effect was similar for 360-degree videos experienced with immersive VR and 2D screen displays. VR resulted in higher immersion than 2D screen displays regarding the dimensions of flow and presence. Our results suggest that the ARI questionnaire can be used to reliably assess 360-degree videos experienced with immersive VR and 2D screen displays.

本研究使用沉浸式虚拟现实（VR 纸板）和 2D 屏幕显示体验的 360 度视频，检验了面试官的非语言行为是否会影响观察员在招聘面试中的能力评级。参与者 ( n = 110) 观察招聘面试并评估申请人的三项能力（团队行为、客户服务和销售技巧）。我们使用了 2 × 2 设计，将采访者的非语言行为（正面与负面）和显示类型（VR 纸板与 2D 屏幕显示）作为被试之间的因素。在观察访谈序列并提供能力评级后，参与者还使用增强现实沉浸式问卷（ARI；Georgiou 和 Kyza 在 Int J Hum Comput Stud 98：24–37，2017 年）以及他们对体验的总体满意度对沉浸感的不同方面进行了评分。对于三项能力中的两项（客户关怀和团队行为），我们发现当面试官的非语言行为是积极的时，观察员给出的能力评级高于消极时。这种社会影响效应与沉浸式 VR 和 2D 屏幕显示体验的 360 度视频类似。在流动和存在的维度方面，VR 比 2D 屏幕显示具有更高的沉浸感. 我们的结果表明，ARI 问卷可用于可靠地评估沉浸式 VR 和 2D 屏幕显示体验的 360 度视频。