Employer and Job Candidate Reactions to Videoconference Job Interviewing K. Galen Kroeck and Karl O. Magnusen* the technique most widely used by O n-campusforinterviewing is and recruitment corporations attracting screening Similarly, job applicants may gain exposure to firms to which they would not otherwise have access. However, we have very little knowledge of how employers will embrace this technology and we do not know how job applicants will respond to firms which make use of VJI. Issues about the interviewer's ability to assess different applicant characteristics, the employer's and applicant's ability to convey the image they want to convey and the impact on actual applicant evaluations are areas for which no empirical data exist to evaluate the merits of the new technology. Information about the potential for bias and error is also needed. Accordingly, this paper explores these and other issues that surround a new paradigm in recruitment and selection practice. Changing recruitment technology Videoconferencing is widely used in business and industry for intra-company communications, engineering and design exchanges, project management and executive meetings. While more than 40% of the largest US corporations use videoconferencing systems for internal purposes (Boroughs 1995), the technology has only recently been used
International Journal of Selection and Assessment – Wiley
Published: Apr 1, 1997
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