From the Job Applicant's Viewpoint, What are the Perceptual Differences Between Video and Telephone Employment Screening?
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With technology evolving, organizations are constantly examining more efficient and accessible modes of screening job applicants. Executives want the hiring process to be seamless, unveiling, and efficient. Globalization adds to the complexity of this process as organizations have the need to connect with a broader external labor market in order to gain a competitive advantage in the market. However, it is unrealistic and costly to screen applicants in person. Even if all applicants were in close proximity, it would be too cumbersome and time-consuming for employers to interview each one. To alleviate such problems, employers are turning to more creative methods to screen applicants for positions. For many years organizations have been using the telephone as a screening method to narrow down the applicant pool. With advances in technology, many organizations are now using video screening rather than more traditional methods to screen applicants. Video screening reveals more about the applicants and how they interact. Additionally, video screening allows employers to be selective with their time by only reviewing the videos of those who are qualified. However, little research has been conducted explaining the effects of this technology on applicants and the external labor market. This research looked at the differences in applicant perception after telephone screening and video screening. The researchers used a survey method to determine the results of their study. Upon completion of a video and telephone screening, participants were asked to participate in the survey. The survey data was analyzed using descriptive and inferential statistics to determine the existence of any significant difference in participants’ perception between the telephone and video screening methods. The research supported that the participants believed that the telephone screening was easier than the video screening and that the video screening technology made them feel uncomfortable. It also showed that the participants believed that they would secure a follow-up interview with either method but most felt that this was more so when the telephone method was used. Lastly, the participants believed that they were better represented when using the telephone screening as opposed to the video screening method. Overall, the research showed that the participants were pleased with process of the video screening but felt more confident with the traditional telephone screening.
Bray, Haley Lynn (2017). From the Job Applicant's Viewpoint, What are the Perceptual Differences Between Video and Telephone Employment Screening?. Undergraduate Research Scholars Program. Available electronically from