Thinking of doing a video conference interview for that dream job?
A new meta-analysis of 12 previously published articles on technology-mediated interviews has found that technology-mediated interviews result in lower performance ratings for both the hiring company and the candidate.
The video conference interview received the most negative rankings, followed by telephone and computer interviews.
Face-to-face interviews received more favorable rankings.
Surprisingly, the study also found that, instead of ratings improving as people became more accustomed to the technology, the opposite occurred – ratings were more negative in the most recent studies.
A study author, Nikki Blacksmith, commented:
We live in a world where we increasingly rely on technology, but this study reminds us that personal interactions should never be underestimated.
Many times, the candidate does not have a choice in the format of the interview. However, the organization does have a choice and if they are not consistent with the type of interview they use across candidates, it could result in fairness issues and even possibly a lawsuit.
The study compared 12 articles published from 2000-2007.
All studies included interviewer and interviewee ratings of how the company and the candidate performed during the interview.
In order for the article to be considered, it also needed to include both in-person and technology-mediated interactions.
While these results are important to note, the study has certain limitations. The paper evaluated a relatively small number of studies and the most recent article was published seven years ago.
The study was published in the journal Personnel Assessment and Decisions (Blacksmith et al., 2016)