EXAMINING DIGITAL INTERVIEWS

FOR PERSONNEL SELECTION:

APPLICANT REACTIONS &
INTERVIEWER RATINGS
GROUP MEMBERS

• Wajiha Rashid
• Asad Mushtaq
• Mazhar
INTRODUCTION

• Technology offers convenient ways to screen and select applicants. An emerging form of technology-
based employment interviews is the digital interview, wherein interviewees digitally record their
answers to (typically) digitally presented interview questions, without live interaction with an
interviewer
• Providers of digital interviews and companies applying these interviews promote them to be more time-
and cost-efficient than face-to-face interviews and other forms of technology-based interviews.
• However, previous research has found negative impacts of other technology-mediated interview
methods (e.g., phone and videoconference) in terms of applicant reactions and interviewee performance
ratings
BACKGROUND

• Technology is widely used to improve the efficiency of job interviewing, to get a first personal
impression of applicants, and to screen applicants before conducting personal face-to-face interviews
• First, within telephone interviews, a representative of the organization asks applicants interview
questions via telephone, meaning that interviewer and interviewee communicate solely through voice.
• Second, in videoconference interviews, interviewer, and interviewee get to hear and see each other
through camera technologies.
• Third, in digital interviews, interviewees record themselves whilst answering interview questions
which they receive through text, audio, or video on an online platform, and interviewers can watch
and rate these recordings at any time
BACKGROUND

• Although digital interview technology in its basic form is not entirely different from videoconference
interviews, digital interviews promise to offer much more flexibility (no need for scheduling),
standardization (no influence of the interviewer on the interviewee), and analytical possibilities
(possible automatic evaluation of the interviews) compared to telephone or videoconference
interviews.
• A web search for digital interview providers reveals more than 70 companies offering digital interview
solutions (Software Advice, 2017)
ASSUMPTIONS
• Digital interviews will induce more creepiness than videoconference interviews.
• Digital interviews will induce more privacy concerns than videoconference interviews.
• Digital interviews will be evaluated lower on perceived behavioral control than videoconference
interviews.
• There is less two-way communication in digital interviews than in videoconference interviews.
• Digital interviews will be evaluated lower on perceived interpersonal treatment than videoconference
interviews.
• Digital interviews will offer less chance to perform than videoconference interviews.
• Digital interviews will be evaluated as being less fair than videoconference interviews.
DIGITAL INTERVIEW
• A digital interview is a process where applicants receive a series of questions and then record their
responses for the hiring manager to view later. A digital interview is different than a video interview, as
a digital interview does not involve real-time interaction between the applicant and the hiring manager.

• A digital interview is used to answer general questions and to learn the background of a candidate
before asking more job-relevant questions in later interviews. Making a strong impression during a
digital interview requires preparation and is a crucial part of progressing to the next phase of the hiring
process.

• Digital interviews usually occur on a company website or using a digital interview platform. An
applicant is given a window in which they can submit their interview. During the interview, an
applicant is presented with a series of questions and is given one to two minutes to read each question.
After reading the question, they have a set amount of time in which they can record a response. In
some cases, the opportunity to rerecord a response one or more times may be provided, but this is not
always guaranteed.
PROS & CONS OF DIGITAL INTERVIEW
PROS CONS
• LOWER COST • INTERNET CONNECTIONS
• SAVING TIME • POOR VIDEO QUALITY
• SCREENING REMOTE CANDIDIATE • LACK OF IT SAVVINESS
VIDEO CONFERENCING 
Video conferencing is a live video-based meeting between two or more people in
different locations using video-enabled devices. Video conferencing allows multiple
people to meet and collaborate face to face long distance by transmitting audio, video,
text and presentations in real time through the internet.

Advantages of a Video Interview

• Video Interviews offer both speed and flexibility when trying to coordinate schedules. Worldwide
video rooms offer meeting space that can often be scheduled within 24 hours for an interview.
Disadvantages of a Video Interview
• Some video conference locations do not regularly update and maintain the video conference equipment
in rooms used for video meetings. Additionally, some video conference room locations do not have in-
house technical assistance to address any issues or concerns that may arise during a video interview.
FACTOR USED IN INTERVIEWS:

Interview scoring are the foundation of effective structured interviews. They allow
interviewers to take notes about candidates’ answers to job-related questions and score
candidates using rating scales.

Interviewer Ratings: The interviewing process often includes the use of rating scales
that the interviewers (also called “raters”) use to evaluate the quality of the interview
and lead to some kind of recommendation of the candidate for the job in question.

 
CONCLUSION

• Job interview research has generated a tremendous amount of personnel selection research (Macan,
2009), and with digital interviews, this trend is likely to continue.
• Digital interviews are a novel alternative for conducting interviews and they offer many new directions
research.