Factors shaping job candidates’ responses to asynchronous video interviews
研究发现，与面对面面试相比，求职者在异步视频面试后接受工作的意愿更低，原因是心理舒适度下降，且这种效应在信任倾向高的人中更明显。
The efficiency of asynchronous video interviews (AVIs) — on-demand, fully digital job interviews — makes them increasingly appealing to hiring managers. However, little is known about the psychological drivers shaping important hiring outcomes, such as applicants’ intentions to accept job offers and self-disclose with AVIs. Across one field study and three controlled experiments, this research demonstrates that job applicants report lower job acceptance intentions following asynchronous video interviews (AVIs) compared to face-to-face interviews. Moreover, job applicants exhibit a lower psychological comfort with AVIs, which, in turn, reduces their job acceptance intentions and willingness to self-disclose (Study 2a) even when controlling for perceived behavioural control, privacy concerns, and affective commitment (Study 2b). Finally, Study 3 demonstrates that these effects were stronger for job applicants with higher scores on interpersonal trust propensity (Study 3). Together, these results reveal the psychological mechanisms through which AVIs affect job acceptance intentions and self-disclosure, deepen our understanding of the individual differences moderating applicants’ experience of AVIs, and provide actionable insights for integrating AVIs into hiring practices.