Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/266669 
Year of Publication: 
2022
Citation: 
[Journal:] International Journal of Selection and Assessment [ISSN:] 1468-2389 [Volume:] 30 [Issue:] 4 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2022 [Pages:] 639-652
Publisher: 
Wiley, Hoboken, NJ
Abstract: 
Asynchronous video interviews (AVIs) are increasingly used to preselect applicants. Previous research found that interviewees are more skeptical of these interviews compared to other forms of interviews. However, comparing AVIs to other interviews is not completely appropriate because of their lack of interactivity and their use during earlier stages of the selection process. Therefore, we compared perceptions of AVIs with perceptions of other preselection tools (online cognitive ability tests and online application documents). Compared to other preselection instruments, potential applicants do not have more skeptical fairness perceptions of AVIs. However, we found differences for perceived usefulness, perceived ease of use, privacy concerns, and perceptions of organizational attractiveness. Organizations can take this into account when choosing how to preselect their applicants.
Subjects: 
applicant reactions
asynchronous video interviews
personnel selection
preselection
selection interviews
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc Logo
Document Type: 
Article
Document Version: 
Published Version

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