Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews

IF 13 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-03-01 DOI:10.1016/j.hrmr.2020.100789

Eden-Raye Lukacik , Joshua S. Bourdage , Nicolas Roulin

{"title":"Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews","authors":"Eden-Raye Lukacik , Joshua S. Bourdage , Nicolas Roulin","doi":"10.1016/j.hrmr.2020.100789","DOIUrl":null,"url":null,"abstract":"<div><p>Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated, selection interviewing that continue to grow in popularity. An AVI is a broad method that varies substantially in design and execution. Despite being adopted by many organizations, human resources professionals, and hiring managers, research on AVIs is lagging far behind practice. Empirical evidence is scarce and conceptual work to guide research efforts and best practice recommendations is lacking. We propose a framework for examining the role and impact of specific design features of AVIs, building on theories of justice-based applicant reactions, social presence, interview anxiety, and impression management. More precisely, our framework highlights how pre-interview design decisions by organizations and completion decisions by applicants can influence reactions and behaviors during the interview, as well as post-interview outcomes. As such, we offer an agenda of the central topics that need to be addressed, and a set of testable propositions to guide future research.</p></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"32 1","pages":"Article 100789"},"PeriodicalIF":13.0000,"publicationDate":"2022-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.hrmr.2020.100789","citationCount":"44","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management Review","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1053482220300620","RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 44

Abstract

Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated, selection interviewing that continue to grow in popularity. An AVI is a broad method that varies substantially in design and execution. Despite being adopted by many organizations, human resources professionals, and hiring managers, research on AVIs is lagging far behind practice. Empirical evidence is scarce and conceptual work to guide research efforts and best practice recommendations is lacking. We propose a framework for examining the role and impact of specific design features of AVIs, building on theories of justice-based applicant reactions, social presence, interview anxiety, and impression management. More precisely, our framework highlights how pre-interview design decisions by organizations and completion decisions by applicants can influence reactions and behaviors during the interview, as well as post-interview outcomes. As such, we offer an agenda of the central topics that need to be addressed, and a set of testable propositions to guide future research.

查看原文本刊更多论文

进入虚空:异步视频访谈设计和使用的概念模型和研究议程

异步视频面试(AVIs)是一种单向的、以技术为媒介的选择面试形式，越来越受欢迎。AVI是一种广泛的方法，在设计和执行上有很大的不同。尽管许多组织、人力资源专业人士和招聘经理都采用了AVIs，但对它的研究远远落后于实践。缺乏经验证据，缺乏指导研究工作和最佳实践建议的概念性工作。我们提出了一个框架，以基于公正的申请人反应、社会存在、面试焦虑和印象管理理论为基础，来研究AVIs特定设计特征的作用和影响。更准确地说，我们的框架强调了组织的面试前设计决策和申请人的完成决策如何影响面试中的反应和行为，以及面试后的结果。因此，我们提供了一个需要解决的中心主题的议程，以及一套可测试的命题来指导未来的研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.