ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview

IF 2.6 4区管理学 Q3 MANAGEMENT

International Journal of Selection and Assessment Pub Date : 2024-06-24 DOI:10.1111/ijsa.12491

Damian Canagasuriam, Eden‐Raye Lukacik

引用次数: 0

Abstract

Artificial intelligence (AI) chatbots, such as Chat Generative Pre‐trained Transformer (ChatGPT), may threaten the validity of selection processes. This study provides the first examination of how AI cheating in the asynchronous video interview (AVI) may impact interview performance and applicant reactions. In a preregistered experiment, Prolific respondents (N = 245) completed an AVI after being randomly assigned to a non‐ChatGPT, ChatGPT‐Verbatim (read AI‐generated responses word‐for‐word), or ChatGPT‐Personalized condition (provided their résumé/contextual instructions to ChatGPT and modified the AI‐generated responses). The ChatGPT conditions received considerably higher scores on overall performance and content than the non‐ChatGPT condition. However, response delivery ratings did not differ between conditions and the ChatGPT conditions received lower honesty ratings. Both ChatGPT conditions rated the AVI as lower on procedural justice than the non‐ChatGPT condition.

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ChatGPT，你能帮我面试吗？检验异步视频面试中的人工智能作弊行为

人工智能（AI）聊天机器人，如 Chat Generative Pre-trained Transformer（ChatGPT），可能会威胁到选拔过程的有效性。本研究首次探讨了人工智能在异步视频面试（AVI）中的作弊行为会如何影响面试表现和申请人的反应。在一项预先登记的实验中，Prolific 的受访者（N = 245）在完成 AVI 后被随机分配到非 ChatGPT、ChatGPT-Verbatim（逐字阅读人工智能生成的回答）或 ChatGPT-个性化条件（向 ChatGPT 提供简历/上下文说明并修改人工智能生成的回答）。与非 ChatGPT 条件相比，ChatGPT 条件在总体表现和内容方面的得分要高得多。但是，不同条件下的回答评分并无差异，而且 ChatGPT 条件下的诚实度评分较低。两种 ChatGPT 条件在程序公正性方面对 AVI 的评分均低于非 ChatGPT 条件。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

International Journal of Selection and Assessment Multiple-

CiteScore

4.10

自引率

31.80%

发文量

期刊介绍： The International Journal of Selection and Assessment publishes original articles related to all aspects of personnel selection, staffing, and assessment in organizations. Using an effective combination of academic research with professional-led best practice, IJSA aims to develop new knowledge and understanding in these important areas of work psychology and contemporary workforce management.