The impact of human interviewers versus AI interviewers on applicant self-efficacy and offer acceptance

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.