The effects of medium and sequence on personality trait assessments in face‐to‐face and videoconference selection interviews: Implications for HR analytics
Fiche du document
29 décembre 2021
- handle: 10670/1.mfbeds
- hal: hal-04549488
- doi: 10.1111/1748-8583.12425
Ce document est lié à :
info:eu-repo/semantics/altIdentifier/doi/10.1111/1748-8583.12425
Sujets proches
Personality traits Personal identity Personology Personality theory Traits, PersonalityCiter ce document
Marco Michelotti et al., « The effects of medium and sequence on personality trait assessments in face‐to‐face and videoconference selection interviews: Implications for HR analytics », HAL-SHS : droit et gestion, ID : 10.1111/1748-8583.12425
Métriques
Partage / Export
Résumé
Adoption of new technology to support selection interviews may distort the validity of source data in HR analytics, with implications for Artificial Intelligence (AI) algorithms used to assess candidates' personality traits. Using a field experiment with real selection interviews, we compare two common selection interview modes—Face‐to‐Face and videoconference, to evaluate their impact on personality trait assessments. Our findings indicate that candidates scored more highly on agreeableness , openness , extroversion , and conscientiousness, but lower on neuroticism, during a Face‐to‐Face interview compared with videoconference. There was also greater variation in personality ratings when interview sequence commenced with videoconference followed by Face‐to‐Face, compared with the reverse order. Our results suggest that Face‐to‐Face followed by videoconference provide a less distorted assessment of personality traits than videoconference followed by Face‐to‐Face. This study also contributes to practical and academic debates centred on human and AI selection practices and the use of data analytics in HR processes.