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Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter?

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Abstract
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.
Keywords
asynchronous job interviews, applicant perceptions, personality, personnel selection, recruitment, PAPER-AND-PENCIL, COGNITIVE-ABILITY, ADMINISTRATION MEDIUM, SELECTION PROCEDURES, POSTTEST REACTIONS, MEDIA, VIDEOCONFERENCE, VALIDITY, FACEBOOK, PRETEST

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MLA
Hiemstra, A. M. F., et al. “Applicant Perceptions of Initial Job Candidate Screening with Asynchronous Job Interviews : Does Personality Matter?” JOURNAL OF PERSONNEL PSYCHOLOGY, vol. 18, no. 3, 2019, pp. 138–47, doi:10.1027/1866-5888/a000230.
APA
Hiemstra, A. M. F., Oostrom, J. K., Derous, E., Serlie, A. W., & Born, M. P. (2019). Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter? JOURNAL OF PERSONNEL PSYCHOLOGY, 18(3), 138–147. https://doi.org/10.1027/1866-5888/a000230
Chicago author-date
Hiemstra, A. M. F., J. K. Oostrom, Eva Derous, A. W. Serlie, and M. Ph. Born. 2019. “Applicant Perceptions of Initial Job Candidate Screening with Asynchronous Job Interviews : Does Personality Matter?” JOURNAL OF PERSONNEL PSYCHOLOGY 18 (3): 138–47. https://doi.org/10.1027/1866-5888/a000230.
Chicago author-date (all authors)
Hiemstra, A. M. F., J. K. Oostrom, Eva Derous, A. W. Serlie, and M. Ph. Born. 2019. “Applicant Perceptions of Initial Job Candidate Screening with Asynchronous Job Interviews : Does Personality Matter?” JOURNAL OF PERSONNEL PSYCHOLOGY 18 (3): 138–147. doi:10.1027/1866-5888/a000230.
Vancouver
1.
Hiemstra AMF, Oostrom JK, Derous E, Serlie AW, Born MP. Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter? JOURNAL OF PERSONNEL PSYCHOLOGY. 2019;18(3):138–47.
IEEE
[1]
A. M. F. Hiemstra, J. K. Oostrom, E. Derous, A. W. Serlie, and M. P. Born, “Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter?,” JOURNAL OF PERSONNEL PSYCHOLOGY, vol. 18, no. 3, pp. 138–147, 2019.
@article{8598805,
  abstract     = {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.},
  author       = {Hiemstra, A. M. F. and Oostrom, J. K. and Derous, Eva and Serlie, A. W. and Born, M. Ph.},
  issn         = {1866-5888},
  journal      = {JOURNAL OF PERSONNEL PSYCHOLOGY},
  keywords     = {asynchronous job interviews,applicant perceptions,personality,personnel selection,recruitment,PAPER-AND-PENCIL,COGNITIVE-ABILITY,ADMINISTRATION MEDIUM,SELECTION PROCEDURES,POSTTEST REACTIONS,MEDIA,VIDEOCONFERENCE,VALIDITY,FACEBOOK,PRETEST},
  language     = {eng},
  number       = {3},
  pages        = {138--147},
  title        = {Applicant perceptions of initial job candidate screening with asynchronous job interviews : does personality matter?},
  url          = {http://dx.doi.org/10.1027/1866-5888/a000230},
  volume       = {18},
  year         = {2019},
}

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