Applicant reactions to algorithm‐ versus recruiter‐based evaluations of an asynchronous video interview and a personality inventory
通过两项实验，研究了算法评估（相对于招聘者评估）对求职者反应的影响，发现算法评估增加了怪异感，降低了公平感知、预测效度和反馈接受度，并通过公平感知间接影响组织吸引力和工作接受意愿。
Abstract In two studies, we examined the effects of algorithm‐based (vs. recruiter‐based) evaluations of an asynchronous video interview and a personality inventory on applicant reactions. In line with our expectations, we found several negative applicant reactions to the use of algorithms. Specifically, in Study 1 ( N = 172), informing participants that an algorithm, rather than a recruiter, had analysed their interview and personality inventory increased feelings of emotional creepiness, and reduced fairness perceptions, perceived predictive validity and feedback acceptance. In Study 2 ( N = 276), we were able to replicate these effects for fairness perceptions and perceived predictive validity. Furthermore, in both studies, algorithm‐based evaluations negatively affected feedback acceptance, organizational attraction and job acceptance intentions through fairness perceptions. However, in contrast with our expectations, selection decision favourability did not influence the impact of evaluation source (recruiter vs. algorithm) on applicant reactions. In Study 2, we also found some tentative evidence that applicant reactions to algorithm‐based evaluations are not affected by the type of information source (i.e. verbal vs. nonverbal cues) on which the algorithm is based.