How asynchronous video interviews are used in practice:A study of an Australian‐based AVI vendor

With an archival data set from an Australian-based asynchronous video interview (AVI) vendor, we examined how employers implemented AVI features as a step toward understanding how AVIs can be more optimally designed. The multilevel data contained information about 2,550,105 responses from 627,999 candidates to 52,623 questions, nested within 12,105 interview templates. We found that AVIs were often used for small applicant pools (Mdn = 10 candidates per AVI) and that a majority of the AVIs comprised four to five questions, with candidates typically given 30 seconds to prepare a response, and 2 minutes to record it. Only rarely were candidates permitted to preview questions or re-record responses. Finally, we noted that the settings typically applied were highly consistent with platform's default settings

Valence, instrumentality, expectancy, and ability as determinants of faking, and the effects of faking on criterion-related validity

We investigated individual differences in faking in simulated high-stakes personality assessments through the lens of expectancy (VIE) theory, using a novel experimental paradigm. Three hundred ninety-eight participants (MTurk) completed a “low-stakes” HEXACO personality assessment for research purposes. Three months later, we invited all 398 participants to compete for an opportunity to complete a genuine, well-paid, one-off MTurk job, and 201 accepted. After viewing the selection criteria, which described high levels of perfectionism as critical for selection, these participants completed the HEXACO personality assessment as part of their applications (“high-stakes”). All 201 participants were then informed their applications were successful and were invited to complete the performance task, with 189 accepting the offer. The task, which involved checking text data for inconsistencies, captured two objective performance criteria. We observed faking on measures of diligence and perfectionism. We found that perceived job desirability (valence) was the strongest (positive) determinant of individual differences in faking, along with perceived instrumentality and expectancy. Honesty-humility was also associated with faking however, unexpectedly, the association was positive. When all predictors were combined, only perceived job desirability remained a significant motivational determinant of faking, with cognitive ability also being a positive predictor. We found no evidence that cognitive ability moderated the relations of motivation and faking. To investigate the role of faking on predictive validity, we split the sample into those who had faked to a statistically large extent, and those who had not. We found that the validity of high-stakes assessments was higher amongst the group that had faked

Het Sferische model van beroepsinteresses en de volledige en verkorte Nederlandstalige Personal Globe Inventory = The Spherical model of vocational interests and the Dutch translation of the full and short Personal Globe Inventory

In the Netherlands and Flanders, vocational interest inventories are frequently used to address (study) career dilemmas. In contrast to their popularity in practice, in the Dutch language region, there is relatively little research looking at vocational interest(s) (inventories). This artide introduces the Spherical Model of Vocational Interests and the Dutch translation of the Personal Globe Inventory(PGI; Tracey, 2002), a measure for this model. The Spherical Model adds Prestige interests as a third dimension of vocational interests to the traditional two-dimensional circumplex. Additionally, the Spherical model splits the traditional circumplex in eight, rather than six, interest domains. The quality of the Dutch PGI was investigated with 12 samples. The psychometric qualities of the full Dutch PGI and its short version appeared to be acceptable to exemplary: the items of the scales largely fitted with the appropriate scales, the scales correlated according to the expected circumplex order, and the reliabilities were acceptable. The largest gender difference was found on the People-versus-Things dimension. Additionally, younger and more educated people scored higher on Prestige interests. Future research could further the understanding of the content of the Prestige dimension and how this dimension affects (study) career processes and outcomes

Setting expectations during volunteer recruitment and the first day experience:A preregistered experimental test of the met expectations hypothesis

In a preregistered experimental study that draws from the met expectations hypothesis, we examined how volunteer recruitment messaging can shape expectations of new volunteers prior to their first day, and whether meeting or failing to meet expectations on the first day would affect satisfaction. By experimentally manipulating a recruitment poster, we set either a transactional (i.e., by volunteering, one can learn new skills) or a relational expectation (i.e., one can work in a team). Participants then viewed an experimentally determined vignette that depicted their first day as a volunteer as either being rich in, or bereft of, experiences of teamwork and learning new skills (crossed). We found that recruitment messaging strongly impacted the participants’ expectations of the volunteering experience prior to their first day. Neither meeting expectations regarding teamwork nor learning new skills played a statistically significant causal role in determining satisfaction. By contrast, richer experiences notwithstanding expectations, and especially those pertaining to learning new skills, were more important determinants of satisfaction. Polynomial regression analyses supported the experimental results, namely that experiences far more strongly determined satisfaction than did expectations. We conclude that providing richer experiences to volunteers is more important than expectation management for volunteer satisfaction

Applicant reactions to algorithm- versus recruiter-based evaluations of an asynchronous video interview and a personality inventory

In two studies, we examined the effects of algorithm based (vs. recruiter-based) evaluations of an asynchronous video interview and a personality inventory on applicant reactions. In line with our expectations, we found several negative applicant reactions to the use of algorithms. Specifically, in Study 1 (N = 172), informing participants that an algorithm, rather than a recruiter, had analysed their interview and personality inventory increased feelings of emotional creepiness, and reduced fairness perceptions, perceived predictive validity and feedback acceptance. In Study 2 (N = 276), we were able to replicate these effects for fairness perceptions and perceived predictive validity. Furthermore, in both studies, algorithm based evaluations negatively affected feedback acceptance, organizational attraction and job acceptance intentions through fairness perceptions. However, in contrast with our expectations, selection decision favour ability did not influence the impact of evaluation source (recruiter vs. algorithm) on applicant reactions. In Study 2, we also found some tentative evidence that applicant reactions to algorithm based evaluations are not affected by the type of information source (i.e. verbal vs. nonverbal cues) on which the algorithm is based

Exploring the application of a text-to-personality technique in job interviews

This research’s purpose was to develop a valid and transparent text-to-personality technique to fit the requirements for personnel selection assessments. In this research we developed an advanced word-counting technique, the HEXACO text-to-personality (HTTP) technique, based on prior lexical personality research to assess personality from job interviews. To evaluate the technique’s construct and criterion-related validity we conducted three studies and analysed the transcripts of asynchronous (n = 102 and 72) and face-to-face (n = 155) interviews. These studies provided four key insights. First, the HTTP technique showed small to medium correlations with self-reported and interviewer-rated personality. Second, the technique showed mixed, but generally favourable, evidence for criterion-related validity. Third, the technique produced a more construct valid personality score when the interview questions activated the predicted personality trait. Fourth, the technique’s additional features (i.e., having weighted keywords and adjusting the keywords’ weight for adjacent quantifiers) did not improve its validity; unit-weighing was approximately equally effective. Altogether, the results show that a word-count text-analysis technique can discover traces of personality in interview transcripts. Still, significant improvements are needed before these types of automatically computed text-to-personality ratings can be used to replace or supplement interviewer ratings

The challenges of volunteering during the COVID-19 pandemic

COMMENTAR

Het Sferische model van beroepsinteresses en de volledige en verkorte Nederlandstalige Personal Globe Inventory

In Nederland en Vlaanderen wordt veelvuldig gebruikgemaakt van interessevragenlijsten bij (studie)loopbaanvraagstukken. In tegenstelling tot de populariteit van deze vragenlijsten in de praktijk wordt er relatief weinig wetenschappelijk onderzoek gedaan naar beroepsinteresses in het Nederlandse taalgebied. In dit artikel wordt het Sferische model van beroepsinteresses geïntroduceerd, evenals de Nederlandse vertaling van de Personal Globe Inventory(PGI; Tracey, 2002) als een meetinstrument voor dit model. Het Sferische model voegt Prestige-interesse als derde interessedimensie toe aan de traditionele tweedimensionale circumplex van beroepsinteresses. Verder deelt het Sferische model de traditionele circumplex op in acht in plaats van zes interessegebieden. Aan de hand van 12 steekproeven uit Nederland en Vlaanderen is de kwaliteit van de PGI-lang en PGI-kort onderzocht. De psychometrische kenmerken van de Nederlandse vertaling van de PGI-lang en PGI-kort bleken acceptabel tot uitstekend: de items van de vragenlijst laadden grotendeels op de bedoelde schalen, de schalen correleerden volgens een circumplexordening, en de betrouwbaarheden waren acceptabel. De grootste sekseverschillen werden gevonden op mensen-versus-dingen interesse en Prestige-interesse was iets sterker bij jongere deelnemers en hoogopgeleiden. Toekomstig onderzoek kan zich richten op het beter begrijpen van de inhoud van Prestige-interesse en de betekenis van deze dimensie voor (studie)loopbaanprocessen en -uitkomsten