The impact of human interviewers versus AI interviewers on applicant self‐efficacy and offer acceptance
Bibliographic Data
| ID | 15087609 |
|---|---|
| Authors | Min Cui (0000-0001-7896-2822, Business School University of International Business and Economics Beijing China), Zhengqiao Chen (0009-0007-9832-4140, Business School University of International Business and Economics Beijing China, corresponding author), Mingpeng Huang (0000-0003-2295-8247, Business School University of International Business and Economics Beijing China) |
| Year | 2025 |
| Volume | 28 |
| Issue | 2 |
| Publication date | 2025-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Asian Journal Of Social Psychology (JOURNAL) |
| Journal identifiers | ISSN: 1367-2223 • E-ISSN: 1467-839X |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1111/ajsp.70009 |
| OpenAlex | W4408661131 |
| Language | EN |
| References cited | 50 |
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
AI and HR Technologies · Employer Branding and e-HRM · Human Resource and Talent Management · Psychology · Social Psychology
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| Highly cited | No |
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