Computers Conducting Job Interviews: Is It Fair to Applicants?

Topic(s): fairness, selection
Article: The interviewer is a machine!” Investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior
Authors: E.P. Kleinlogel, M. S. Mast, D. B. Jayagopi, K.Shubham, A. Butera
Reviewed by: Tyler Cowley

Personnel selection can be a lengthy and time-consuming process if organizations are not careful. As such, it is of the utmost importance for organizations to focus on finding new methods that can more efficiently screen out unqualified job candidates. Asynchronous video interviews (AVIs) refer to an interview that is conducted by recording answers into a technology interface, instead of having a real-time conversation with another person. Although there is a growing interest in using AVIs, there is not much information available about how they affect the responses and behaviors of interviewees. This article explores the efficacy of AVIs and investigates whether this practice should be more widely adopted within the personnel selection process.


The authors (Kleinlogel et al., 2023) conducted a single study where 299 participants from Switzerland and India were randomly assigned to one of three interview formats: face-to-face interviews, avatar-based video interviews, or text-based video interviews.

Results demonstrated that participants generally disliked the asynchronous video interviews compared to other interview formats. However, interviewee performance differences were negligible across all three of the interview formats (i.e. face-to-face interviews, avatar-based video interviews, or text-based). There were also lower interviewee stress levels with the avatar-based and text-based video interviews.


First, the utilization of AVIs did not put interviewees at a disadvantage. As such, organizations may want to consider investing some of their resources into developing AVIs. This will likely make the recruitment and selection process less burdensome for organizations, especially in the long run.

Second, it is important to note that interviewees generally expressed a dislike for AVIs. This factor should be taken into consideration based on the size of the organization and the size of the applicant pool. For smaller organizations with limited applicant pools, the use of AVIs may be more of a negative than a positive due to the negative applicant perceptions of AVIs. Conversely, organizations with large applicant pools and higher brand awareness may benefit significantly from the adoption of AVIs, as they will be able to save valuable time and resources.

In all, organizations should consider the potential benefits of AVIs while simultaneously being cautious in their implementation; applicants still generally prefer face-to-face interviews.


Kleinlogel, E. P., Schmid Mast, M., Jayagopi, D. B., Shubham, K., & Butera, A. (2023). “the interviewer is a machine!” investigating the effects of conventional and technology‐mediated interview methods on interviewee reactions and behavior. International Journal of Selection and Assessment.

Image credit: istockphoto/Poike