Preceived Fairness of Interview,Likelihood of Applying for a job and The Role of Personality.

Abstract

Technological advancements have Technological advancements and Covid-19 have accelerated the use of technology- mediated interviews such as asynchronous and video conferencing. Although, technology mediated interviews offer flexibility to both businesses and job seekers, research has found that applicants have negative reactions towards technology-mediated interviews. This study examines different types of job interview (face-to-face, video conferencing and asynchronous) and its’ impact on perceived fairness and likelihood of applying for a job. Moreover, the study explores whether personality types (introversion and extraversion) can predict perceived fairness and likelihood of applying for a job. In order to investigate these research aims, a 3x2 between-subject experimental survey design was conducted. N= 209 participants over the age of 18 in the UK who have sought or are seeking jobs took part in the experiment. A 2-way ANOVA and a simple test effect was used to analyse the data. Results have found that the type of job interview had no significant impact on participants perceived fairness and likelihood of applying for a job. Finding also indicated that personality did not predict perceived fairness of interview type. Furthermore, personality did not predict the likelihood of applying for a job when it came to face-to-face and asynchronous job interviews. Surprisingly, results revealed that introverts are less likely to apply for a job that use video conferencing interviews in their selection process. Overall, implications indicate that there are other factors that can explain applicants’ intentional bevahiour. The main limitation of this study is its generalisability. The findings of an experimental study cannot predict real-life behaviours and decision making process of applicants especially in a dynamic market labour. Future research should investigate relationship between video conferencing interviews, personality and intentional behaviour. Lastly, organisations should consider the positioning of each interview type depending on the selection process stage. Further, limitations, implications and recommendations are explored in the discussion chapter. advancements have accelerated the use of technology- mediated interviews such as asynchronous and video conferencing. Although, technology mediated interviews offer flexibility to both businesses and job seekers, research has found that applicants have negative reactions towards technology-mediated interviews. This study examines different types of job interview (face-to-face, video conferencing and asynchronous) and its’ impact on perceived fairness and likelihood of applying for a job. Moreover, the study explores whether personality types (introversion and extraversion) can predict perceived fairness and likelihood of applying for a job. In order to investigate these research aims, a 3x2 between-subject experimental survey design was conducted. N= 209 participants over the age of 18 in the UK who have sought or are seeking jobs took part in the experiment. A 2-way ANOVA and a simple test effect was used to analyse the data. Results have found that the type of job interview had no significant impact on participants perceived fairness and likelihood of applying for a job. Finding also indicated that personality did not predict perceived fairness of interview type. Furthermore, personality did not predict the likelihood of applying for a job when it came to face-to-face and asynchronous job interviews. Surprisingly, results revealed that introverts are less likely to apply for a job that use video conferencing interviews in their selection process. Overall, implications indicate that there are other factors that can explain applicants’ intentional bevahiour. The main limitation of this study is its generalisability. The findings of an experimental study cannot predict real-life behaviours and decision making process of applicants especially in a dynamic market labour. Future research should investigate relationship between video conferencing interviews, personality and intentional behaviour. Lastly, organisations should consider the positioning of each interview type depending on the selection process stage. Further, limitations, implications and recommendations are explored in the discussion chapter. the use of technology- mediated interviews such as asynchronous and video conferencing. Although, technology mediated interviews offer flexibility to both businesses and job seekers, research has found that applicants have negative reactions towards technology-mediated interviews. This study examines different types of job interview (face-to-face, video conferencing and asynchronous) and its’ impact on perceived fairness and likelihood of applying for a job. Moreover, the study explores whether personality types (introversion and extraversion) can predict perceived fairness and likelihood of applying for a job. In order to investigate these research aims, a 3x2 between-subject experimental survey design was conducted. N= 209 participants over the age of 18 in the UK who have sought or are seeking jobs took part in the experiment. A 2-way ANOVA and a simple test effect was used to analyse the data. Results have found that the type of job interview had no significant impact on participants perceived fairness and likelihood of applying for a job. Finding also indicated that personality did not predict perceived fairness of interview type. Furthermore, personality did not predict the likelihood of applying for a job when it came to face-to-face and asynchronous job interviews. Surprisingly, results revealed that introverts are less likely to apply for a job that use video conferencing interviews in their selection process. Overall, implications indicate that there are other factors that can explain applicants’ intentional bevahiour. The main limitation of this study is its generalisability. The findings of an experimental study cannot predict real-life behaviours and decision making process of applicants especially in a dynamic market labour. Future research should investigate relationship between video conferencing interviews, personality and intentional behaviour. Lastly, organisations should consider the positioning of each interview type depending on the selection process stage. Further, limitations, implications and recommendations are explored in the discussion chapter.