Please use this identifier to cite or link to this item: doi:10.22028/D291-31302
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Title: Is anybody listening? The impact of automatically evaluated job interviews on impression management and applicant reactions
Author(s): Langer, Markus
König, Cornelius J.
Hemsing, Victoria
Language: English
Title: Journal of managerial psychology
Volume: 35
Issue: 4
Startpage: 271
Endpage: 284
Publisher/Platform: Emerald
Year of Publication: 2020
Publikation type: Journal Article
Abstract: Purpose: 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. Methodology: Participants (N = 124; primarily German students) took part in an online mock interview where they responded to interview questions via voice recordings (i.e., an asynchronous interview). Prior to the interview, half of them were informed that their answers would be evaluated automatically (vs. by a human rater). After the interviews, participants reported their honest and deceptive IM behavior as well as their reactions to the interview. Findings: Participants in the automatic evaluation condition engaged in less deceptive IM, felt they had fewer opportunities to perform during the interview, and provided shorter interview answers. Research implications: The findings of this study suggest a tradeoff between IM behavior and applicant reactions in technologically advanced interviews. Furthermore, the results indicate that automatically evaluated interviews might affect interview validity (i.e., because of less deceptive IM) and influence interviewees’ response behavior. Practical implications: Hiring managers might hope that automatically evaluated interviews decrease applicants’ use of deceptive IM. However, the results also challenge organizations to pay attention to negative effects of automatic evaluation on applicant reactions. Originality: This study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.
DOI of the first publication: 10.1108/JMP-03-2019-0156
URL of the first publication:
Link to this record: hdl:20.500.11880/29774
ISSN: 0268-3946
Date of registration: 29-Sep-2020
Faculty: HW - Fakultät für Empirische Humanwissenschaften und Wirtschaftswissenschaft
Department: HW - Psychologie
Professorship: HW - Prof. Dr. Cornelius König
Collections:SciDok - Der Wissenschaftsserver der Universität des Saarlandes

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