Organizations have begun to use video-recorded interviews as an applicant-screening tool; however, their impact on hiring processes has not yet been fully investigated by researchers. Video-recorded interviews are meant to provide interview-like experiences with greater flexibility for applicants and enhanced efficiencies for the hiring organization. Despite their promise, researchers are just beginning to examine this technology to determine how usage might affect important outcomes like applicant test performance and reactions. Drawing from justice theories and Potosky's (2008) conceptual framework of assessment media, the current study examines the relationship between interview type (i.e., video-recorded interview vs. synchronous online interview), applicant reactions, and interview performance in order to extend our theoretical understanding of technology mediated interviewing and provide practical recommendations for organizations interested in video-recorded interviewing. Results suggest that video-recorded interviews lead to less cognitive load, fewer impression management behaviors, and improved perceptions of procedural justice. Moreover, interview performance was found to be invariant across administration media. The results of the current study generally support the use of video-recorded interviewing as a replacement for initial structured online interviews.
|Advisor:||Behrend, Tara S.|
|Commitee:||Costanza, David, Cucina, Jeffrey M., Pariera, Katrina, Watkins, Ryan|
|School:||The George Washington University|
|School Location:||United States -- District of Columbia|
|Source:||DAI-B 80/08(E), Dissertation Abstracts International|
|Subjects:||Social psychology, Occupational psychology, Organizational behavior|
|Keywords:||Assessment, Hiring, Industrial/organizational psychology, Interviewing, Selection, Technology|
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