Please take a seat for your virtual interview

There is seemingly no endeavour untouched by the potential of algorithms and artificial intelligence. Writing in the International Journal of Communication Networks and Distributed Systems, a Czech team discusses the potential for chatbots to carry out initial job interviews with candidates.

A chatbot-mediated screening process could allow wholly unsuitable candidates to be quickly removed from the short list so that interviewers can focus on those applicants best suited to the role being sought. Such a change in the way recruitment is undertaken raises ethical issues about just how fair is screening job applicants in this way, especially given many of the known problems surrounding algorithm training bias and other issues that have been raised about artificial intelligence carrying out human jobs.

Insights from the research could help guide exactly how companies approach recruitment in the wake of these intriguing technological developments. There are three important aspects that Helena Řepová, Jan Zouhar, and Pavel Král of Prague University of Economics and Business consider in their paper: procedural justice, in other words, fairness in decision-making, interactional justice, fairness in how candidates are treated, and interpersonal justice, the quality of personal interaction.

The researchers compared applicant perceptions of these forms of justice across different interview formats, including interviews conducted by humans, chatbots, and those where the interview type wasn’t revealed.

Chatbots offer a clear efficiency advantage to companies in screening applicants. But, for applicants accustomed to conventional interviews, issues of fairness, or a lack thereof, are apparent. Indeed, an applicant’s perception of justice in recruitment might alter their opinion of the organization itself and deter bright and well-suited applicants from applying for a position with a given company in the first place based on that company using chatbots for initial interviews. Companies could miss out on talent and the talented candidates could miss out on their dream role!

Řepová, H., Zouhar, J. and Král, P. (2024) ‘Attractiveness of firms with chatbot as job interviewers: does the interviewer-type matter in the first contact with candidates?’, Int. J. Communication Networks and Distributed Systems, Vol. 30, No. 6, pp.711–732.

Research pick: Gleefully pitch perfect - "Improved harmonic spectral envelope extraction for singer classification with hybridised model"

A powerful algorithm that can automatically classify different singing voices by vocal characteristics is described in the International Journal of Bio-Inspired Computation. Balachandra Kumaraswamy of the B.M.S. College of Engineering in Bangalore, India, suggests that the development is an important step forward in music technology, allowing a system to quickly and accurately distinguish one voice from another without human intervention.

Everyone’s singing voice is shaped by a range of physiological characteristics such as their vocal folds, lung capacity and diaphragm, the shape of their nose and mouth, the tongue and teeth, and more. Add to that the emotional delivery and stylistic choices a singer might make, and each of us sounds unique. It is fairly easy for us to tell singers apart, even if the singing is within a complex and textured musical environment. However, using machine learning to distinguish voices has remained challenging. Kumaraswamy’s system performs well and could be employed in a wide range of contexts such as music cataloguing, streaming, recommendation, music production, and even for legal purposes such as copyright control.

The new approach takes four steps to distinguish between singers. The first is pre-processing in which an advanced convolutional neural network (CNN) identifies and isolates the vocals from a complex audio recording, discarding instrumentation and other non-vocal sounds.

The second step is feature extraction whereby key characteristics of the voice are obtained from the audio track and various metrics, such as the zero crossing rate (ZCR), which measures the frequency of signal changes, capture the characteristics of the singer’s voice.

The third step involves an algorithm identifying the vibration patterns of the notes being sung and so can create a profile distribution of the harmonics to map the timbre, or texture, of the voice.

The final step used yet more neural networking in the form of bidirectional gated recurrent units (BI-GRU) and long short-term memory (LSTM) networks to analyse the vocal data. These two models can process sequences and so reveal the flow of a singer’s performance over time. This last step is key to the success of Kumaraswamy’s approach.

At this point in the development of the system, the neural networks used require extensive computational resources and large datasets for training. For now, this might limit scalability. However, such issues can be addressed with optimisation of the way the algorithms are applied and the training data used.

Kumaraswamy, B. (2024) ‘Improved harmonic spectral envelope extraction for singer classification with hybridised model’, Int. J. Bio-Inspired Computation, Vol. 24, No. 3, pp.150–163.

Free sample articles newly available from International Journal of Technology Transfer and Commercialisation

The following sample articles from the International Journal of Technology Transfer and Commercialisation are now available here for free:

• Understanding sporting brands and entrepreneurship using netnography and social network analysis
• The bridge to higher education - scaffolding the transitional experience of prospective higher educational learners using a small online course
• Online branding strategies of Saudi Arabian bakeries: a qualitative approach
• Social commerce promotes sharing economy: a case study of Mercari, Japan
• Social media, s-commerce and social capital: a netnography of football fans and organisations  
• Exploring the role and significance of consumer relationship quality and participation within online fashion brand communities
• Investigating shopper motivations for purchasing on Instagram

Atoms for Peace and International Journal of Power and Energy Conversion to invite expanded papers from International Conference on Applied Sciences and Innovation (ICASIN'2025) for potential publication

Extended versions of papers presented at the International Conference on Applied Sciences and Innovation (ICASIN'2025) (27-29 November 2025, Kenitra, Morocco) will be invited for review and potential publication by Atoms for Peace: an International Journal and International Journal of Power and Energy Conversion.

Research pick: The left and right of recycled price tags - "A study on pricing and recycling strategies for retailers with consideration of selling new and refurbished products"

The sale of refurbished products, refurbs, represents a delicate balancing act for companies attempting to retain a share of their market and to incorporate recycling strategies into their approach. A study in the European Journal of Industrial Engineering discusses this balancing act in the context of new and refurbished sales, where consumers weigh affordability against quality.

According to Yeu-Shiang Huang of National Cheng Kung University, Taiwan, Chih-Chiang of Zhaoqing University, China, and Yi-Hsiang Tsao of the National Cheng Kung University, Taiwan, businesses must decide how to stay competitive while addressing environmental concerns. The team has used game theory to model the kinds of decisions that retailers must make and offers them tips on that balancing act.

Selling refurbished as opposed to brand-new products, especially electronic gadgets and devices, represents a classic dilemma in economics. Refurbished products are usually sold at lower cost and so offer less profit for the retailer, but they might be more attractive to the consumer because they have eco-friendly credentials. Refurbs can thus undercut the sales of brand-new items. As such, manufacturers themselves remain hesitant in their adoption of remanufacturing, despite its environmental benefits. But, for retailers, offering refurbished goods can lead to a new class of sale.

The researchers have modelled the strategic interactions between manufacturers and retailers to look at how manufacturers set the official price for the wholesale cost of their new products, while retailers respond by adding refurbs to the mix and setting the best price for those and for the brand-new products they sell.

The research emphasises that it is the environmental rather than the economic that is at stake. Strict recycling laws mean that there is a drive towards refurbishment and recycling that the retailers can be happy with, but the original manufacturers may well not be. Indeed, if retailers can take control of recycling and remanufacturing and connect directly with the end consumers of refurbs, the manufacturers’ share might shrink at least until the refurbished products have become wholly obsolete and can only be recycled for components and materials and a new product must enter the market. Retailers by working to their own economic strategy might thus play a critical role in driving sustainable practices.

Huang, Y-S., Fang, C-C. and Tsao, Y-H. (2024) ‘A study on pricing and recycling strategies for retailers with consideration of selling new and refurbished products’, European J. Industrial Engineering, Vol. 18, No. 6, pp.791–816.

Research pick: Don’t you know that you’re toxic? - "The dark side of organisation identification: systematic literature review and bibliometric analysis on toxic leadership on employee’s behaviour"

A comprehensive literature review in the International Journal of Process Management and Benchmarking sheds light on research into the notion of toxic leadership and how this increasingly pervasive issue affects the workplace and can damage organisations.

Emily Maria K. Jose and Bijay Prasad Kushwaha of the Vellore Institute of Technology, India, used a systematic approach to extract relevant research articles from a scholarly database. Their analysis of these papers revealed five principal characteristics of toxic leadership: authoritarian leadership, abusive supervision, narcissism, unpredictability, and maladjustment. Their findings highlight the nature of toxic leadership but also point to how it can affect employee engagement, performance, and retention.

Toxic leadership is defined as management behaviour that is ultimately harmful to both employees and the company for which they work. Toxic leaders are commonly indifferent to employee well-being and prioritize self-interest. The result is the creation of a working environment filled with fear and instability. The current review suggests that common toxic behaviour affects individual employees but also propagates through the corporate culture and so can affect an organisation deeply.

Jose and Kushwaha found that toxic leadership leads to high employee turnover rates. Indeed, almost three quarters of employees faced with toxic leadership will contemplate leaving their jobs. High staff turnover leads to a loss of team cohesion and other negative effects that will eventually have financial repercussions for the company if not remedied. Research suggests that toxic leadership can lead to almost a third of business failures each year.

The study discusses psychological safety and employee engagement, both of which can be affected negatively by toxic leadership. In a toxic work environment, employees become disenfranchised, which leads to a fall in their productivity and a deterioration of their work-life balance. A vicious cycle of dissatisfaction then feeds the toxic culture still further. There is thus a critical need for organisations to recognize and address this potentially destructive problem more proactively now than ever before. Effective coaching, constructive feedback, and monitoring should be key to mitigating the risks associated with toxic leadership behaviour, the research suggests.

Jose, E.M.K. and Kushwaha, B.P. (2024) ‘The dark side of organisation identification: systematic literature review and bibliometric analysis on toxic leadership on employee’s behaviour’, Int. J. Process Management and Benchmarking, Vol. 18, No. 2, pp.240–265.