The Effect Of Interview Media On Fairness Perceptions

As technology has improved, videoconference interviews have become widely used by companies in the selection process. Convenience, fast, and low cost are some of the main benefits of using videoconference interviews. Therefore, the current value placed on videoconference interview begs the question: Should companies replace the traditional interviews (e.g., face-to-face and telephone interview) with the videoconference interview? To address this question, we are currently testing applicant reactions to different selection methods based on media richness theory and procedural justice theory. More specifically, we are interested in how different types of interview media will have an impact on participants’ fairness perceptions for the interview process. Participants will come to a lab for the research. After participants sign the consent form, the experimenter will give a brief overview and instruction of the video that participants are going to watch for the study. The video will contain three interview media (i.e., face-to-face, videoconference, and telephone) with the same interviewer and interviewee in all three media. The format will be a structured interview, consisting of three questions and three responses for a graduate teaching assistant position. All participants will experience three interview conditions: face-to-face, videoconference, and telephone in different order. The experiment will use a (3 Media: Face-to-face, videoconference, and telephone) within subjects design. Expected results are that the face-to-face interviews will be perceived as most fair and best liked media among the three followed by videoconference and telephone interviews, respectively.