본문 바로가기
KERD
논문KCI 등재

COVID-19 팬더믹 시대의 채용트렌드, 비실시간 비대면 면접에서 면접관 영상 제공이 지원자 반응 및 인상관리 행동에 미치는 영향

New Recruiting Trends for the COVID-19 Pandemic, The Effect of Interviewer Video on Applicant’s Reactions and Impression Management Behavior in Asynchronous Video Interview

0

조회

0

다운로드

0

인용

0

참고문헌

키워드

주제분류심리과학

초록

본 연구는 코로나19 이후 확대되고 있는 비실시간 비대면 면접의 진행과정에서 면접관 영상 제공이 지원자 반응과 인상관리 행동에 어떠한 영향을 미치는지 파악하고자 하였다. 이를 위해 참가자(N=91)들은 세 가지 조건(텍스트, 가상 캐릭터 영상, 실제 사람 영상)에 무선 할당되어 비실시간 면접을 진행하였다. 텍스트 조건은 모든 면접 과정이 텍스트 질문과 안내로 이루어졌으며, 면접관 영상 조건은 가상 캐릭터가 등장하는 조건과 실제 사람이 등장하는 조건으로 구분되며, 사전 제작된 녹화영상을 통해 가상 캐릭터 혹은 사람 면접관이 직접 질문을 제공하고 지원자의 답변을 들어준다. 결과적으로, 실제 사람 영상을 제공받은 집단에서 가장 긍정적인 지원자 반응이 나타났다. 구체적으로 실제 사람 조건은 텍스트 조건에 비해 비실시간 면접 과정에서 사회적 실재감(social presence), 대우(interpersonal treatment), 매체에 대한 유용성(perceived usefulness)을 높게 지각하였으며, 이들 변인을 매개로 절차공정성과 조직매력에 정적 영향을 미치는 것으로 확인되었다. 가상 캐릭터 조건의 경우, 텍스트 조건과 지원자 반응의 어떠한 변인에서도 유의한 차이를 나타내지 않았으며 실제 사람 조건보다 유의하게 낮은 사회적 실재감이 보고되어, 가상 캐릭터가 실제 사람의 긍정적 영향을 대체하기는 어려운 것으로 확인되었다. 마지막으로 인상관리 행동에서는 세 집단 간의 유의한 차이가 나타나지 않았다. 본 연구는 비실시간 비대면 면접에서 지원자 반응 개선을 위한 효과적인 운영형태를 제안하였다는 점에서 의의가 있으며, 비실시간 비대면 면접의 구성 및 운영에 관한 기초 자료로 활용될 수 있을 것으로 기대한다.

Abstract

Since COVID-19 pandemic, the use of asynchronous video interviews(AVIs) has increased in the selection process. The purpose of this study was to investigate the effects of the interviewer video on the applicants' reactions and impression management behavior during the AVIs process. Accordingly, interviewees were randomly assigned to three conditions and participated in the AVIs. The first condition is that every process of the AVIs was conducted through text only. The second and the third condition both provide videos that ask questions and listen to the applicants' answers, but the former includes virtual character interviewers while the latter includes real person interviewers. Results indicated that the most positive interviewees' reactions were shown in the third condition. In detail, the third condition showed higher social presence, interpersonal treatment, and perceived usefulness compared to the first condition in the AVIs process, and the interviewer video that includes real person interviewers had positive effects on procedural justice and organizational attractiveness through these variables. In the case of the second condition, there was no significant difference in the applicants’ reactions to the first condition, and it showed a lower social presence than in the third condition. Hence it indicates that the virtual characters cannot substitute the positive effects of real person interviewers. Also, there was no notable difference in honesty and deceptive impression management behavior between the three conditions. This study is meaningful in that it proposed an effective way to improve the participants’ reactions in conducting the AVIs, and is expected to be used as a basis for research related to the construction of AVIs.

참고문헌 (61)

  1. 김광모, "사회적 실재감이 온라인 커뮤니티 지속사용의도에 미치는 영향", 한국콘텐츠학회 논문지, 14(2), pp.131~145 (2014), 한국콘텐츠학회[DOI]
  2. 김은주, "멀티미디어학습에서 캐릭터 에이전트의 활용이 사회적 실재감에 미치는 영향", 교육정보미디어연구, 14(1), pp.73~98 (2008), 한국교육정보미디어학회
  3. 김재철, "채용시장의 뉴노멀, 비대면 면접에서 투명성과 경고메시지의 활용: 지원자 반응 및 응답왜곡에 미치는 영향", 한국심리학회지: 산업 및 조직, 35(2), pp.155~185 (2022), 한국산업및조직심리학회[DOI]
  4. 류지헌, "증강현실 학습자료에서 가상캐릭터의 제시방법이 학습자의 의인화 지각, 인지부하의 변화와 주의집중에 미치는 효과", 교육방법연구, 31(2), pp.385~404 (2019), 한국교육방법학회[DOI]
  5. 문영주, "온라인 커뮤니티 명성, 사회적 실재감, 상호작용성, 즐거움이 성과형성에 미치는 영향 연구 : 신뢰와 몰입을 매개로", e-비즈니스연구, 9(1), pp.75~99 (2008), 국제e-비즈니스학회[DOI]
  6. 박원우, "적정표본크기(sample size)결정을 위한 제언", Seoul Journal of Industrial Relations, 21, pp.51~85 (2010)
  7. 박지영, "직장인의 인공지능 기술 사용의도: 기술에 대한 지각된 유용성과 신뢰, 조직지원인식의 역할을 중심으로", 한국심리학회지: 산업 및 조직, 34(2), pp.183~211 (2021), 한국산업및조직심리학회[DOI]
  8. "역시 메타버스가 대세, 구직자 76% ‘메타버스 채용’ 확산 긍정적!" (2022), 사람인[URL]
  9. "응답자의 71.9%, MZ세대 팀원의 면접관 참여 “긍정적”" (2022), 인크루트[URL]
  10. 정동훈, "면접자의 성별은 가상현실 면접에서 중요할까?", 한국HCI학회 학술대회, pp.573~576 (2019)
  11. "‘비대면’ 방식 채용 확산…주요 대기업 10곳 중 7곳 활용" (2021), 한겨레[URL]
  12. 황하성, "사회적 현존감(Social Presence) 측정도구 개발에 관한 탐색적 연구 : 인스턴트 메신저의 이용 사례를 중심으로", 언론과학연구, 7(2), pp.529~561 (2007), 한국지역언론학회
  13. Jeremy N. Bailenson, "Equilibrium Theory Revisited: Mutual Gaze and Personal Space in Virtual Environments", Presence: Teleoperators and Virtual Environments, 10(6), pp.583~598 (2001), MIT Press - Journals[DOI]
  14. Evangelia Baka, "Social Robots and Digital Humans as Job Interviewers: A Study of Human Reactions Towards a More Naturalistic Interaction", Human-Computer Interaction. Technological Innovation, pp.455~474 (2022), Springer International Publishing[DOI]
  15. Johannes Basch, "Fair and Flexible?! Explanations Can Improve Applicant Reactions Toward Asynchronous Video Interviews", Personnel Assessment and Decisions, 5(3) (2019), Bowling Green State University Libraries[DOI]
  16. Johannes M. Basch, "Smile for the camera! The role of social presence and impression management in perceptions of technology-mediated interviews", Journal of Managerial Psychology, 35(4), pp.285~299 (2020), Emerald[DOI]
  17. Johannes M. Basch, "It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?", Journal of Business and Psychology, 36(5), pp.921~940 (2020), Springer Science and Business Media LLC[DOI]
  18. TALYA N. BAUER, "APPLICANT REACTIONS TO SELECTION: DEVELOPMENT OF THE SELECTION PROCEDURAL JUSTICE SCALE (SPJS)", Personnel Psychology, 54(2), pp.387~419 (2001), Wiley[DOI]
  19. Nikki Blacksmith, "Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda", Personnel Assessment and Decisions, 2(1) (2016), Bowling Green State University Libraries[DOI]
  20. Joshua S. Bourdage, "“I (might be) just that good”: Honest and deceptive impression management in employment interviews", Personnel Psychology, 71(4), pp.597~632 (2018), Wiley[DOI]
  21. Falko S. Brenner, "Asynchronous Video Interviewing as a New Technology in Personnel Selection: The Applicant’s Point of View", Frontiers in Psychology, 7 (2016), Frontiers Media SA[DOI]
  22. Marieke Carpentier, "Attracting applicants through the organization's social media page: Signaling employer brand personality", Journal of Vocational Behavior, 115, pp.103326~ (2019), Elsevier BV[DOI]
  23. Anthony Celani, "Signaling theory and applicant attraction outcomes", Personnel Review, 40(2), pp.222~238 (2011), Emerald[DOI]
  24. Scotty D. Craig, "Reconsidering the voice effect when learning from a virtual human", Computers & Education, 114, pp.193~205 (2017), Elsevier BV[DOI]
  25. Richard L. Daft, "Organizational Information Requirements, Media Richness and Structural Design", Management Science, 32(5), pp.554~571 (1986), Institute for Operations Research and the Management Sciences (INFORMS)[DOI]
  26. Fred D. Davis, "Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology", MIS Quarterly, 13(3), pp.319~ (1989), JSTOR[DOI]
  27. Stephen W. Gilliland, "The Perceived Fairness of Selection Systems: An Organizational Justice Perspective", Academy of Management Review, 18(4), pp.694~734 (1993), Academy of Management[DOI]
  28. Priyanko Guchait, "Video interviewing: A potential selection tool for hospitality managers – A study to understand applicant perspective", International Journal of Hospitality Management, 36, pp.90~100 (2014), Elsevier BV[DOI]
  29. Charlotte N. Gunawardena, "Social presence as a predictor of satisfaction within a computer‐mediated conferencing environment", American Journal of Distance Education, 11(3), pp.8~26 (1997), Informa UK Limited[DOI]
  30. John P. Hausknecht, "Applicant Reactions to Selection Procedures: An Updated Model and Meta‐Analysis", Personnel Psychology, 57(3), pp.639~683 (2004), Wiley[DOI]
  31. Annemarie M. F. Hiemstra, "Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews", Journal of Personnel Psychology, 18(3), pp.138~147 (2019), Hogrefe Publishing Group[DOI]
  32. Scott Highhouse, "Measuring Attraction to Organizations", Educational and Psychological Measurement, 63(6), pp.986~1001 (2003), SAGE Publications[DOI]
  33. Allen I. Huffcutt, "Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance", Human Resource Management Review (2011), Elsevier BV[DOI]
  34. IJsselsteijn, W., "Staying in touch: Social presence and connectedness through synchronous and asynchronous communication media", Human-Computer Interaction : Theory and Practice(Part II), 2(924), pp.e928~ (2003)
  35. Zhenhui Jiang, "Research Note—Investigating the Influence of the Functional Mechanisms of Online Product Presentations", Information Systems Research, 18(4), pp.454~470 (2007), Institute for Operations Research and the Management Sciences (INFORMS)[DOI]
  36. Rex B. Kline, "Convergence of Structural Equation Modeling and Multilevel Modeling", The SAGE Handbook of Innovation in Social Research Methods, pp.562~589 (2011), SAGE Publications Ltd[DOI]
  37. Eva Krumhuber, "Effects of Dynamic Attributes of Smiles in Human and Synthetic Faces: A Simulated Job Interview Setting", Journal of Nonverbal Behavior, 33(1), pp.1~15 (2008), Springer Science and Business Media LLC[DOI]
  38. Frank J. Landy, "Stereotypes, Bias, and Personnel Decisions: Strange and Stranger", Industrial and Organizational Psychology, 1(4), pp.379~392 (2008), Cambridge University Press (CUP)[DOI]
  39. Markus Langer, "Introducing and Testing the Creepiness of Situation Scale (CRoSS)", Frontiers in Psychology, 9 (2018), Frontiers Media SA[DOI]
  40. Markus Langer, "Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings", International Journal of Selection and Assessment, 25(4), pp.371~382 (2017), Wiley[DOI]
  41. Markus Langer, "Information as a double-edged sword: The role of computer experience and information on applicant reactions towards novel technologies for personnel selection", Computers in Human Behavior, 81, pp.19~30 (2018), Elsevier BV[DOI]
  42. Stephanie J. Law, "To Fake or Not to Fake: Antecedents to Interview Faking, Warning Instructions, and Its Impact on Applicant Reactions", Frontiers in Psychology, 7 (2016), Frontiers Media SA[DOI]
  43. Julia Levashina, "A Model of Faking Likelihood in the Employment Interview", International Journal of Selection and Assessment, 14(4), pp.299~316 (2006), Wiley[DOI]
  44. Julia Levashina, "Measuring faking in the employment interview: Development and validation of an interview faking behavior scale", Journal of Applied Psychology, 92(6), pp.1638~1656 (2007), American Psychological Association (APA)[DOI]
  45. Eden-Raye Lukacik, "Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews", Human Resource Management Review, 32(1), pp.100789~ (2022), Elsevier BV[DOI]
  46. Sladjana Nørskov, "Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey", Frontiers in Robotics and AI, 7 (2020), Frontiers Media SA[DOI]
  47. Roxana Moreno, "The Case for Social Agency in Computer-Based Teaching: Do Students Learn More Deeply When They Interact With Animated Pedagogical Agents?", Cognition and Instruction, 19(2), pp.177~213 (2001), Informa UK Limited[DOI]
  48. "IEEE Robotics & Automation Magazine", 2012, 98~100, pp.Institute of Electrical and Electronics Engineers (IEEE), https:
  49. Denise Potosky, "A Conceptual Framework for the Role of the Administration Medium in the Personnel Assessment Process", Academy of Management Review, 33(3), pp.629~648 (2008), Academy of Management[DOI]
  50. RONALD E. RICE, "Media appropriateness: Using social presence theory to compare traditional and new organizational media", Human Communication Research, 19(4), pp.451~484 (1993), Oxford University Press (OUP)[DOI]
  51. Nicolas Roulin, "Interviewers' perceptions of impression management in employment interviews", Journal of Managerial Psychology, 29(2), pp.141~163 (2014), Emerald[DOI]
  52. Schlenker, B. R., "Impression management: The self-concept, social identity, and interpersonal relations", pp.1980, Brooks
  53. Valentin Schwind, "Avoiding the uncanny valley in virtual character design", Interactions, 25(5), pp.45~49 (2018), Association for Computing Machinery (ACM)[DOI]
  54. Short, J. A., "The social psychology of telecommunications" (1976), Wiley
  55. Peg Thoms, "Designing Personable and Informative Job Recruiting Web Sites: Testing the Effect of the Design on Attractiveness and Intent to Apply", Psychological Reports, 94(3), pp.1031~1042 (2004), SAGE Publications[DOI]
  56. Krista L. Uggerslev, "Recruiting Through the Stages: A Meta-Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process", Personnel Psychology, 65(3), pp.597~660 (2012), Wiley[DOI]
  57. Ursu, E. A., "A Literature Review on Virtual Character Assessment" (2012), Utrecht University
  58. Viswanath Venkatesh, "A Theoretical Extension of the Technology Acceptance Model: Four Longitudinal Field Studies", Management Science, 46(2), pp.186~204 (2000), Institute for Operations Research and the Management Sciences (INFORMS)[DOI]
  59. Nicolai Walter, "Designing electronic feedback – Analyzing the effects of social presence on perceived feedback usefulness", International Journal of Human-Computer Studies, 76, pp.1~11 (2015), Elsevier BV[DOI]
  60. Annika Wilhelmy, "What Do Consistency and Personableness in the Interview Signal to Applicants? Investigating Indirect Effects on Organizational Attractiveness Through Symbolic Organizational Attributes", Journal of Business and Psychology, 34(5), pp.671~684 (2018), Springer Science and Business Media LLC[DOI]
  61. Ian O. Williamson, "The effect of company recruitment web site orientation on individuals’ perceptions of organizational attractiveness", Journal of Vocational Behavior, 63(2), pp.242~263 (2003), Elsevier BV[DOI]

관련 논문AI추천

이 간행물의 다른 논문 (12건)