This research was supported by grant #410-95-0648 to Jane Webster from the Social Sciences and Humanities Research Council of Canada. We thank Patricia Rowe for her advice in the early stages of this study and Louise MacDonald for her research assistance. An earlier version of this paper was presented at the annual meeting of the Academy of Management, Chicago, Illinois, August 1999.
Rater Correction Processes in Applicant Selection Using Videoconference Technology: The Role of Attributions1
Version of Record online: 31 JUL 2006
Journal of Applied Social Psychology
Volume 31, Issue 12, pages 2518–2537, December 2001
How to Cite
S.Chapman, D. and Webster, J. (2001), Rater Correction Processes in Applicant Selection Using Videoconference Technology: The Role of Attributions. Journal of Applied Social Psychology, 31: 2518–2537. doi: 10.1111/j.1559-1816.2001.tb00188.x
- Issue online: 31 JUL 2006
- Version of Record online: 31 JUL 2006
Increasing global competition for the best employees has resulted in a significant increase in the recruiting and selection of geographically dispersed applicants. Innovative telecommunication technologies (e.g., videoconferencing) have provided a means to interview distant applicants at relatively low cost, compared to face-to-face interviews. However, some have suggested that interviewer ratings could be affected by the use of communication media to conduct the interview. In the present laboratory study, we tested a model of rater decision processes to help explain a mechanism for inflated ratings of videoconference-based applicants. Participants who believed that they were making judgments for a real selection process rated simulated videoconference or face-to-face interviews. Raters who perceived interview media to be lower in richness were more likely to make external attributions for the applicant's performance, and consequently rated him more favorably.