Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions

  title={Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions},
  author={Markus Langer and Cornelius J. K{\"o}nig and Victoria Hemsing},
  journal={Journal of Managerial Psychology},
Automatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms automatically evaluate applicants' interview responses. This study tests arguments from previous research suggesting that applicants whose interviews will be automatically evaluated may use less impression management (IM), but could react more negatively to the interview.,Participants (N = 124; primarily German… 

Understanding Applicants' Reactions to Asynchronous Video Interviews Through Self-reports and Nonverbal Cues

This work investigates applicants' reactions to an AVI platform using self-reported measures previously validated in psychology literature, and investigates the connections of these measures with nonverbal behavior displayed during the interviews.

Detecting the Deceptive Impression Management in Job Interviewing

  • Jing Wang
  • Business
    Proceedings of the 2021 5th International Seminar on Education, Management and Social Sciences (ISEMSS 2021)
  • 2021
Interviews are a typical process used by organizations in recruitment to understand personalities and capabilities of their potential employees. However, what is reviewed in an interview may not

Trait affectivity and applicant reactions: a multiwave field study

PurposeAlthough affective accounts of organizational justice theory have been offered, suggesting a role played by trait affectivity dimensions – trait positive affectivity (TPA) and trait negative

How to Improve Fairness Perceptions of AI in Hiring: The Crucial Role of Positioning and Sensitization

Companies increasingly deploy artificial intelligence (AI) technologies in their personnel recruiting and selection processes to streamline them, thus making them more efficient, consistent, and less

Dear Computer on My Desk, Which Candidate Fits Best? An Assessment of Candidates’ Perception of Assessment Quality When Using AI in Personnel Selection

It is found that AI complexity and intangibility impact the perceived quality of assessment negatively when the candidates’ knowledge, strengths, and weaknesses should be assessed, especially if these assess complex assessment criteria such as personality or a job performance forecast.

“I” feel(s) left out: The importance of information and communication technology in personnel selection research

[...]ICTs have also largely changed hiring professionals’ work, both in terms of where or when they can perform their job and how they perform their job (consistent with Hu et al.’s work design

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Companies increasingly deploy artificial intelligence (AI) technologies in their personnel recruiting and selection process to streamline it, making it faster and more efficient. AI applications can

What’s the Appeal? Perceptions of Review Processes for Algorithmic Decisions

If you were significantly impacted by an algorithmic decision, how would you want the decision to be reviewed? In this study, we explore perceptions of review processes for algorithmic decisions that

Tell Me Sweet Little Lies: How Does Faking in Interviews Affect Interview Scores and Interview Validity?

Interviews are a prevalent technique for selection and admission purposes. However, interviews are also viewed as potentially fakeable, raising the question of whether interviewees’ faking behavior

Examining Digital Interviews for Personnel Selection: Applicant Reactions and Interviewer Ratings

Digital interviews are a potentially efficient new form of selection interviews, in which interviewees digitally record their answers. Using Potosky's framework of media attributes, we compared them

Honest and deceptive impression management in the employment interview: : Can it be detected and how does it impact evaluations?

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive

Interviewers' perceptions of impression management in employment interviews

Purpose – Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research

A comparative assessment of videoconference and face-to-face employment interviews

Purpose – Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer judgments in

Once an Impression Manager, Always an Impression Manager? Antecedents of Honest and Deceptive Impression Management Use and Variability across Multiple Job Interviews

Results suggest that applicants high in Extraversion or core self-evaluations tend to engage in more honest self-promotion but do not adapt their IM approach across interviews, and provides additional evidence for the claim that deceptive IM (or faking) is a potential threat for organizations.

Highly Automated Job Interviews: Acceptance Under the Influence of Stakes

Technological advancements allow the automation of every part of job interviews (information acquisition, information analysis, action selection, action implementation) resulting in highly automated

Automated prediction and analysis of job interview performance: The role of what you say and how you say it

A computational framework to quantify human behavior in the context of job interviews is provided and it is recommended to speak more fluently, use less filler words, speak as “the authors”, use more unique words, and smile more.

Hire me: Computational Inference of Hirability in Employment Interviews Based on Nonverbal Behavior

A computational framework for the automatic prediction of hirability is presented, and the predictive validity of psychometric questionnaires often used in the personnel selection process were found to be unable to predictHirability impressions were formed based on the interaction during the interview rather than on questionnaire data.

What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance.

Results reveal that what you see in the interview may not be what you get on the job and that the unstructured interview is particularly impacted by these self-presentation tactics.