Smile for the camera! The role of social presence and impression management in perceptions of technology-mediated interviews

Abstract

Purpose Videoconference interviews and asynchronous interviews are increasingly used to select applicants. However, recent research has found that technology-mediated interviews are less accepted by applicants compared to face-to-face (FTF) interviews. The reasons for these differences have not yet been clarified. Therefore, the purpose of this paper is to take a closer look at potential reasons that have been suggested in previous research. Design/methodology/approach The present study surveyed 154 working individuals who answered questions concerning their perceptions of FTF, videoconference and asynchronous interviews in terms of perceived fairness, social presence and the potential use of impression management (IM) tactics. Furthermore, potential attitudinal and personality correlates were also measured. Findings Technology-mediated interviews were perceived as less fair than FTF interviews and this difference was stronger for asynchronous interviews than for videoconference interviews. The perceived social presence and the possible use of IM followed the same pattern. Furthermore, differences in fairness perceptions were mediated by perceived social presence and the possible use of IM tactics. Additionally, affinity for technology and core self-evaluations correlated positively with perceptions of videoconference interviews but not with those of FTF and asynchronous interviews. Originality/value This is the first study to compare fairness perceptions of FTF, videoconference and asynchronous interviews and to confirm previous assumptions that potential applicants perceive technology-mediated interviews as less favorable because of impairments in social presence and the potential use of IM.

It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?

“…Furthermore, the picture of the interviewer contains only a part of the complete picture that can be seen in a FTF interview, which impairs non-verbal IM. In line with this, results from a recent survey by Basch et al (2020) concerning potential applicants' views of technology-mediated interviews revealed lower perceptions of being able to use IM in technology-mediated interviews.…”

“…In addition, with regard to Gilliland's (1993) justice model, Sears et al also found that interviewees rated videoconference interviews not only lower regarding the possibility to present themselves, but rated them as less job-relevant and less face-valid. These results were paralleled in the survey by Basch et al (2020), which compared perceptions of FTF, videoconference, and asynchronous video interviews. In comparison to FTF interviews, fairness perceptions of videoconference interviews were lower and the difference was even stronger concerning the comparison of FTF versus asynchronous video interviews.…”

“…In addition to mean differences concerning fairness perceptions of different interviews, Basch et al (2020) also found that ratings of expected social presence differed between the interview conditions and that these social presence ratings were related to the expectation to be able to use IM tactics. This in turn predicted fairness perceptions of different interview media.…”

“…In a recent survey, Basch et al (2020) found that at least the relationship between interview medium and fairness perceptions of technology-mediated interviews are serially mediated by assumed social presence and IM. Given that interviews depend on socio-emotional interactions (Melchers et al, 2015) in which interviewees try to present themselves in a positive manner to influence interviewers, IM also depends on perceived social presence.…”

“…As potential reasons for the more skeptical perceptions of technologymediated interviews, a lack of social presence (i.e., an impaired feeling of the physical awareness of one's conversation partner) and impairments of the use of impression management (IM) tactics have been suggested. More specifically, it is assumed that interviewees in technology-mediated interviews are feeling less comfortable regarding the use of tactics to present themselves in a positive manner in the same way they would in a FTF interview (Basch, Melchers, Kegelmann, & Lieb, 2020). These negative perceptions of technologymediated interviews can have negative consequences for organizations given that previous studies found that potential applicants may decide not to take up a position or to talk badly about the hiring organization (Hausknecht, Day, & Thomas, 2004).…”