How different backgrounds in video interviews can bias evaluations of applicants

Abstract

Organizations are increasingly using technology-enabled formats such as asynchronous video interviews (AVIs) to evaluate candidates. However, the personal environment of applicants visible in AVI recordings may introduce additional bias in the evaluation of interview performance. This study extends existing research by examining the influence of cues signaling affiliation with Islam or homosexuality in the background and comparing them with a neutral background using an experimental design and a German sample (N = 222). Results showed that visible signs of religious affiliation with Islam led to lower perceived competence, while perceived warmth and interview performance were unaffected. Visual cues of homosexuality had no effect on perceptions of the applicant. In addition, personal characteristics of the raters, such as their intrinsic religious orientation or their attitudes towards homosexuality influenced applicants’ ratings, so that a non-Muslim religious orientation was negatively associated with evaluations of the Muslim candidate and a negative attitude towards homosexuality was negatively associated with evaluations of the homosexual candidate. This study thus contributes to the literature on AVIs and discrimination against Muslims and members of the 2SLGBTQI+ community in personnel selection contexts.