The synchronous video interviews in personnel selection processes

Purpose: The aim of this article is to compare the fairness perception of traditional (face-to-face) and synchronous video interviews as personnel selection tools, and an investigation of candidates’ characteristics influencing their full acceptance of synchronous video interviews. Design/Methodology/Approach: An e-questionnaire conducted on a large panel in January 2019 consisting of 448 participants with the method of logistic multivariate regression analysis has been used. Findings: Differences in acceptance of traditional and synchronous video interviews as personnel selection tools depend on process favourability and procedural justice dimensions. They are not significant on the dimensions of ‘fairness’ and ‘scientific evidence’ and marginally signidicant on ‘respect of privacy’ and ‘interpersonal warmth’. A logistic multivariate regression analysis showed that – of the five potential predictors studied – only individual innovativeness and previous experience with synchronous video interviews were significant. Demographic factors (gender, age) and test anxiety do not influence acceptance of the synchronous video interview as a personnel selection tool. Practical Implications: The present results suggest that an increase in acceptance of synchronous video interviews as a personnel selection tool is to be expected, especially in the case of innovative candidates. Originality/Value: The present study is one of the first studies in the social justice framework on the Polish population to compare differences in perception of traditional and synchronous video interviews as personnel selection tools.peer-reviewe