Technology-mediated interviews: meta-analyses on interview ratings and job applicants’ responses

As technology-mediated interviews become more prevalent, understanding their unique characteristics compared to traditional face-to-face interviews is crucial, particularly regarding their effects on interview ratings and job applicants’ responses. A meta-analytic study was conducted using 24 studies from 31 independent samples to examine the effect of interview mode (technology-mediated job interviews versus face-to-face interviews) on interview ratings and applicant attitudes (organizational attractiveness, behavioral intentions, functionality-related attitudes, justice perceptions, and negative emotional responses). Boundary conditions (synchrony, technology type, and culture) were also investigated to examine whether they changed the effects of the interview mode. The results indicated that job applicants in technology-mediated interviews reported lower organizational attractiveness and behavioral intentions but higher functionality-related attitudes than those in face-to-face interviews. Some attitudes such as justice perceptions and negative emotional responses did not show statistical differences between interview modes. The moderating effects of synchrony, use of AI-powered technology, and cultural dimension of individualism and collectivism were partially supported. These findings offer valuable insights into job applicants’ attitudes and interview performance and help optimize interview processes in the digital era.