The effects of medium and sequence on personality trait assessments in face‐to‐face and videoconference selection interviews: Implications for HR analytics
通过真实选拔面试的实地实验，比较面对面与视频会议两种面试模式对候选人人格特质评分的影响，发现面对面面试中宜人性、开放性、外向性和尽责性得分更高，神经质更低，且面试顺序影响评分变异。
Abstract 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.