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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.