Applicant reactions to different selection technology: Face-to-face, interactive voice response, and computer-assisted telephone screening interviews

Abstract

This research contributes to the understanding of reactions to different selection screening methods. A sample of students (n = 153) experienced one of three types of screening techniques, face-to-face interview screenings, telephone interview screenings, and interactive voice response (IVR) screenings, with identical content in a pre- to post-screening longitudinal study. We further examined the role of two important individual differences, cognitive ability and conscientiousness, in attitudes toward the screenings. IVR is a "non-interpersonal" screening method so it was not surprising that it was rated lower in terms of procedural justice factors such as interpersonal treatment, two-way communication, and openness but what is encouraging is that there were no differences between other labor intensive and costly technologies and IVR on the other procedural justice factors. Therefore, there do not appear to be any major negatives in terms of structural fairness among alternative screening devices implying that organizations can make choices between screening methods based on other factors such as recruitment strategy or cost.