Research pick: Please take a seat for your virtual interview - "Attractiveness of firms with chatbot as job interviewers: does the interviewer-type matter in the first contact with candidates?"

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.