The impact of human interviewers versus AI interviewers on applicant self‐efficacy and offer acceptance.
Saved in:
| Title: | The impact of human interviewers versus AI interviewers on applicant self‐efficacy and offer acceptance. |
|---|---|
| Authors: | Cui, Min, Chen, Zhengqiao, Huang, Mingpeng |
| Source: | Asian Journal of Social Psychology. Jun2025, Vol. 28 Issue 2, p1-10. 10p. |
| Subjects: | Employee psychology, Self-efficacy, Research funding, Artificial intelligence, Statistical sampling, Sex distribution, Randomized controlled trials, Descriptive statistics, Social theory, Age distribution, Work experience (Employment), Experimental design, Employee recruitment, Employment interviewing, Job descriptions, Comparative studies, Factor analysis, Data analysis software, Confidence intervals, Industrial relations, Educational attainment |
| Geographic Terms: | China |
| Abstract: | AI‐based recruitment interviews are increasingly prevalent in many companies. However, our understanding of AI interviews remains limited. Drawing upon social information processing theory, we propose that, compared to successfully passing a human interview, passing an AI interview may reduce applicants' self‐efficacy while decreasing their likelihood of accepting a job offer. Moreover, we propose the relationship is stronger for female applicants (vs male applicants). Results from an experiment supported our hypotheses. Our findings offer some important theoretical and practical implications. [ABSTRACT FROM AUTHOR] |
| Copyright of Asian Journal of Social Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Psychology and Behavioral Sciences Collection |
|
Full text is not displayed to guests.
Login for full access.
|
|
| Abstract: | AI‐based recruitment interviews are increasingly prevalent in many companies. However, our understanding of AI interviews remains limited. Drawing upon social information processing theory, we propose that, compared to successfully passing a human interview, passing an AI interview may reduce applicants' self‐efficacy while decreasing their likelihood of accepting a job offer. Moreover, we propose the relationship is stronger for female applicants (vs male applicants). Results from an experiment supported our hypotheses. Our findings offer some important theoretical and practical implications. [ABSTRACT FROM AUTHOR] |
|---|---|
| ISSN: | 13672223 |
| DOI: | 10.1111/ajsp.70009 |
