| dc.description.abstract | With technology evolving, corporate employers are constantly examining more accessible modes of reviewing job applicants. Executives want the hiring process to be seamless, unveiling, and efficient. Complicating this procedure, we are rapidly becoming a much more global society. Management is pressed to connect with a broader external labor market. However, it is unrealistic and costly to fly applicants in for interviews. Then, even if all the applicants were close in proximity, it would be too cumbersome for employers to interview each one. To alleviate this process, interview screening took place.
In the past, corporations used the traditional phone screening method to eliminate applicants. With updated technology, the process has shifted recently to video screening. 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, the problem is Human Resource professionals do not have research explaining the effects of this technological change on applicants. There has been very little to no research conducted that illustrates how the external labor market regards this updated process. By completing mock screenings, our group proposes to discover the applicants perceptual differences between video and phone screening | en |
