Artificial intelligence (AI) is increasingly being utilized by organizations in selection decisions. However, research has fallen behind the practice, and one area in need of investigation is how applicants' perceptions of justice are formed in this increased involvement of AI in the hiring process. Accordingly, two studies were conducted to investigate the effects of using AI in selection on justice perceptions. Findings indicated that AI‐based interviewing was generally viewed as less procedurally and interactionally just than traditional human‐based interviewing. Additionally, the effect of interview type on different applicant reaction outcomes was mediated by justice dimensions, particularly two‐way communication. Findings may help organizations regarding how best to utilize AI in selection in order to attract and retain top talent.

This study evaluated the efficacy of remote video‐based behavioral skills training (BST) on teaching public speaking behaviors to 4 participants. A multiple‐baseline design across speech behaviors was used to evaluate the effects of the training. Remote video‐based BST was effective at increasing public speaking behaviors for all participants. In addition, performance generalized to an increased audience size. An external expert in communications rated the participants as more effective public speakers following training. All participants reported satisfaction with the training and expressed greater comfort, confidence, overall ability, and less anxiety as a public speaker following training. We also measured potential collateral effects of teaching public speaking behaviors on speech disfluencies. Although remote video‐based BST was effective for all participants, it did not produce a change in the rate of speech disfluencies. Our findings indicate that public speaking behaviors can be taught using a remote video‐based BST package.

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