Achieving interview equilibrium: Striking balance between technology and human-centered approaches in asynchronous video interviews

Abstract

Asynchronous video interviews (AVI), or one-way video interviews, are becoming increasingly popular in organizations’ hiring processes despite the limited and mixed empirical support for this newer technology procedure. Researchers have suggested that the unique and customizable features in AVIs may lead to differences in validity, reliability, applicant reactions and outcomes. Thus, a call has been made for studies to examine which features impact applicant outcomes most positively. Turning to the selection literature, one of the largest distinctions and apparent downsides of AVIs compared to other interview modalities, such as face-to-face or videoconference interviews, is the lack of human interaction with an organizational representative. The current study examined two unique AVI features that allow for the direct inclusion of an organizational representative in the AVI process, namely evaluator type (human or AI) and media type (presentation of introduction/questions via video or text). Results from a 2x2 experimental lab study indicate that using video media can significantly increase feelings of social presence, which is further associated with increased fairness perceptions, motivation, and organizational attractiveness. Rater type was not found to significantly impact social presence. Additionally, interview scores were not impacted by variables in the present study. Through partnering with a leading AVI vendor, Hireflix, the current study took an interdisciplinary approach, blending research and theory from communication, technology, and I/O psychology. The findings from the current study have important practical implications for organizations seeking to implement AVIs in their selection process.