Applicant reactions to video interviewing
The use of asynchronous video interviewing is becoming more and more prevalent. But how do candidates feel about this?
For those not yet familiar with this, this is ‘one-way’, pre-recorded video interviewing. These often early-in-selection interviews involve the hiring manager or recruiter creating specific interview questions they would like the candidates to answer and inviting them to video record their responses. Typically, a time limit is set for a response, and a decision is made as to whether or not re-takes are allowed. Once the candidate has videoed their responses to the questions in their own time, they upload the short videos to a specific and secure URL. Once uploaded, the recruiter is able to view, share and replay the video answers to inform the next-step decision.
Clearly there are real benefits to the hiring organisation and the candidate: reduction in scheduling issues; improved consistency across interview questions.
Recent research by Falko et al. aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology of asynchronous video interviewing. Furthermore, they addressed whether measures of personality could offer a better understanding of individual differences in applicants’ reaction to new technology.
160 adults took part in this study from medium-sized, German universities. Participants were asked to complete online questionnaires which explored their beliefs around their success at job interviews and also the use of computers. In addition, they completed a Big Five personality questionnaire. They were then asked to imagine themselves applying for an attractive position in a company and have been asked to take part in an asynchronous video interview as part of the selection process. The participants were told that the video was an opportunity for the hiring firm to obtain a personal impression of all applicants, to sit alongside their resumes but that it was not a substitute for a face-to-face interview. The participants then completed a mock asynchronous video interview. Afterwards, they completed a questionnaire which looked at how they judged their performance, how seriously they took the interview, how useful and easy they perceived it and how they fairly they felt the procedure was (procedural justice).
The results showed that for video technology in recruitment to be accepted by the candidate, it must be perceived as useful and easy to use. Key qualities to search for by all those looking to use asynchronous video interviews.
The researchers also found that the personality trait of Openness has a moderating effect on the relation between perceived usefulness and attitudes toward asynchronous video interviewing. There were no significant effects emerging for computer self-efficacy, job interview self-efficacy, Extraversion, Neuroticism, and Conscientiousness.
Of course, this study is based on a hypothetical situation and the researchers suggest more research is needed.
Without doubt, video interviews are a valuable source of candidate information and ‘fit’ – and makes good use of technology.
But how much more valuable would such interviews be if competencies were built in as standard to the questions? And this is exactly what we have done with our vidAssess platform; we are harnessing the strength of the video technology and reinforcing this with robust competency assessment. We have helped dozens of companies make the most of video interviews over the years and with vidAssess we can help organisations make defensible and sophisticated talent decisions.
You can learn more about vidAssess here
Falko S. B., Tuulia M. O., and Doris F. (2016) Asynchronous Video Interviewing as a New Technology in Personnel Selection: The Applicant’s Point of View
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