A quasi‐experimental investigation of differences between face‐to‐face and videoconference interviews in an actual selection process
利用欧洲大型组织的实际选拔数据，准实验比较了面对面与视频会议面试的评分差异，发现两者差异很小且无显著效度差异，对HR实践有参考价值。
Abstract Videoconference interviews are now integral to many selection processes. Theoretical arguments and empirical findings suggest that videoconference interviews may lead to different interview performance ratings in comparison to Face‐to‐Face (FTF) interviews. This has led to the question of the comparability of the psychometric properties of videoconferences and FTF interviews. However, evidence from actual selection processes stems from the beginning of the century, and recent findings predominantly stem from simulated interview contexts. We present insights from an actual selection process within a large European organization where we had the unique opportunity for a quasi‐experimental investigation of differences between videoconference and FTF interviews. Initially, the organization conducted FTF interviews, and after the onset of the COVID‐19 pandemic, the interviews were conducted via videoconference. We examine mean differences in applicant performance ratings and evidence for response format‐related validity differences. There were only small, non‐significant mean differences and no evidence for response format related validity differences. We discuss possible causes for discrepancies in our findings compared to previous research. Furthermore, we conclude that downstream consequences of differences between FTF and videoconference interviews may be lower than previously expected. We end with a call for research on the interaction between technology‐design and selection‐tool‐design features.