Digital Natives and Signalling in Employment Interviews: An Inquiry into the Acceptance and Perceived Fairness of Different Interview Modes

Kay H. Hofmann

doi:10.5771/0935-9915-2024-3-328

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- Titelei/Inhaltsverzeichnis
- 277–299 Organisational Resilience and the Covid-19 Pandemic: Exploring Factors Amplifying the Effects of Organizational Resilience on Swedish Retail Stores Börje Boers, Danilo Brozovic Börje Boers, Danilo Brozovic 277–299
- 300–327 Technology-induced Strain from Team Communication Platforms: Empirical Evidence for Working from Home Marius Arved Fortagne, Kaj-Johanna Stichnoth, Bettina Lis Marius Arved Fortagne, Kaj-Johanna Stichnoth, Bettina Lis 300–327
- 328–354 Digital Natives and Signalling in Employment Interviews: An Inquiry into the Acceptance and Perceived Fairness of Different Interview Modes Kay H. Hofmann Kay H. Hofmann 328–354
- 355–382 Can We Understand Leadership Better? A Framework for Shaping an Integrative Definition of Leadership Le Vinh Nguyen, Jarrod Haar Le Vinh Nguyen, Jarrod Haar 355–382
- 383–405 Untangling the Mystery of Intuitive-Analytic Interactions in Crisis Response Operations: A Dual-Process Perspective Justin Okoli, Ibukun.J. Ogwu Justin Okoli, Ibukun.J. Ogwu 383–405
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mrev management revue , page 328 - 354

Digital Natives and Signalling in Employment Interviews: An Inquiry into the Acceptance and Perceived Fairness of Different Interview Modes

Autoren

Kay H. Hofmann

DOI
- doi.org/10.5771/0935-9915-2024-3-328
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

The paper investigates the signalling behaviour of digital native applicants in employment interviews and analyses how their reactions differ in face-to-face versus video-mediated contexts. The social presence within the interview setting and the possibility of employing impression management tactics are of particular interest to understanding the subjective acceptance and perceived fairness of the two types of selection procedures. The analyses of novel primary data from a German survey with 513 valid responses reveal that digital natives, similar to older applicants, appreciate signalling to lower information asymmetries. Regardless of interview mode, social presence and impression management are strong positive drivers of acceptance and perceived fairness. While members of the generational cohort still accept face-to-face interviews more than those mediated by videoconferencing technology, they perceive the former as less fair. This result, which may be explained by the specific characteristics of digital natives, contradicts the findings of studies that have investigated preceding generations. Hence, the paper complements the literature on applicant reactions by focusing on two younger generational cohorts, namely Generation Y and Z. Furthermore, the adoption of the signalling framework in this context suggests that the beneficial effects of signalling may stand vis-à-vis feelings of unfairness, which can be interpreted as additional psychological costs that are driven by moral considerations.
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