Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews: Does Personality Matter?

Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applica...

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Bibliographic Details
Published in:Journal of personnel psychology 2019, Vol.18 (3), p.138-147
Main Authors: Hiemstra, Annemarie M. F, Oostrom, Janneke K, Derous, Eva, Serlie, Alec W, Born, Marise Ph
Format: Article
Language:English
Subjects:
Extraversion
Fairness
Female
Human
Job Applicant Attitudes
Job Applicant Interviews
Male
Neuroticism
Personality
Personnel Recruitment
Personnel Selection
Procedural Justice
Screening Tests
Test Construction
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Summary:Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants' perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.
ISSN:1866-5888
2190-5150
DOI:10.1027/1866-5888/a000230