This paper presents a narrative review of recent research into applicant and recruiter reactions to new technology in employee selection. Different aspects of the use of new technology are noted including computer‐based testing, Internet‐based recruitment and candidate assessment, telephone‐based and video‐based interviews, video‐based situational judgment tests, and virtual reality scenarios. It is argued that an appropriate way to conceptualize these advances is as ‘technical innovations’ as defined in the creativity and innovation research in Industrial, Work, and Organizational (IWO) psychology. Applicant reactions research is reviewed thematically, and studies into three main themes are discussed: Applicant preferences and reactions, equivalence, and adverse impact. Following Bartram (2001), an amphibian‐monarchistic analogy is employed at several stages in the review. Four major criticisms of the extant applicant reactions research base are noted: its atheoretical orientation, a short‐termist concentration upon reactions level outcomes, an over‐reliance on students as surrogates, and a patchiness of coverage of crucial research questions. The second part of this paper explores neglected issues of recruiter adoption of new technology for employee selection. Again drawing from advances in the innovation and creativity literatures, this section explores likely antecedent factors at the individual and organizational levels of analysis. A general model of recruiter adoption of new technology is posited as a framework for future research in this area. For both applicant and recruiter reactions further research is called for and implications for practice are noted throughout.
International Journal of Selection and Assessment – Wiley
Published: Jun 1, 2003