Despite the growing use of communication technologies, such as videoconferencing, in recruiting and selection, there is little research examining whether these technologies influence interviewers' perceptions of candidates. The present field experiment analysed evaluations of 92 real job applicants who were randomly assigned either to be interviewed face‐to‐face (FTF) (N = 48) or using a desktop videoconference system (N = 44). The results show a bias in favour of the videoconference applicants relative to FTF applicants, F(1,91) = 7.35, p = .01. A significant interaction of interview structure and interviewer gender was also found, F(1,91) = 3.70, p < .05, with female interviewers using an unstructured interview rating applicants significantly higher than males or females using a structured interview. Interview structure did not significantly moderate the influence of interview medium on interviewers' evaluations of applicants. These findings highlight the need to be aware of potential biases resulting from the use of communication technologies in the hiring process.
Journal of Occupational and Organizational Psychology – Wiley
Published: Sep 1, 2001
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